Student’s Name
Institution Affiliation
 
Strategic Compensation and Benefits
Job Description
The Recruiter
The recruiter will simply be the individual who will interview and interrogate candidates looking for work on behalf of the company. He/she will then make essential observations about the candidates’ competence and suitability for a specific job in the company. Based on his/her findings, the recruiter will either inform the company to hire or not employ the interviewee.
The recruiter will possess a post graduate degree in a human resource management and an experience of at least four years. In addition, the individual should have at least one practicing year in Qatar, to have familiarized himself/herself with the human resource law of the country. In particular, he/she should be aware of how Islamic laws in the region interact with the employees and workers relationship in the country.
The recruiter will work in the human resource department and will have the title of Chief Human Resource Recruiter. The individual will have the main duty of identifying human resource gaps in the company and recommending for a hiring of new workers. In liaison with the human resource manager, he/she will also recommend for the termination of non-performing or excess employees.  In this regard, the tasks of the recruiter will be as follows:

  1. Interviewing candidates
  2. Examining recruits performance by testing them on both analytical and technical skills.
  3. Recommending the employees to be hired by the company.
  4. Recommending the employees that should be fired (Excess, non-productive)
  5. Overseeing the performance of new employees during the probation periods.

Job’s Work Context

  1. The recruiter work requires him/her to have long sitting session interviewing and assessing candidates.
  2. The recruiter will also have to spend a lot of time indoors in meetings.
  3. This work entails a lot of decision making, such as deciding the workers to recruit.
  4. The recruiter has the freedom to make decisions concerning his choice of employees.
  5. This work entails a lot of contact with people. Therefore, the recruiter must be good in both oral and written communication.

The recruiter must be knowledgeable on how to assess employees who are going to work in the oil industry. Therefore, he/she must have analytical skills to predict the labor gaps in the company. Accordingly, he/she must have the following job-relevant knowledge and skills:

  1. Analytical skills to enable him/her predict labor shortages before they occur.
  2. Ability to identify competent employees and recruit them.
  3. Ability to negotiate the best salaries for all employees

The Human Resource Assistant
The human resource assistant primary duties will be to assist the human resource manager in all his/her departmental works. In this case, the human resource assistant will inform his/her manager on any labor shortages in the organizations, any need for training among employees, cases of duplication of work, and the employees that should be fired due to non-performance. Further, this officer will assist in the compilation of employees’ salaries and benefits.
The human resource assistant must have a graduate degree in any business course. In this case, he/she may have a Master degree in business management, human resource management, economics, project management, or similar courses. Additionally, he must have an experience of at least two years when working as human resource management officer. Finally, he must be familiar with the human resource law of Qatar.
The human resource assistant will have a duty of assisting in all the work of the human resource department. In this regard, he/she will assist in the hiring, interviewing, assessing, firing, and recruiting of employees. He/she will also be involved in establishing employees’ salaries and benefits and also in the calculation of their monthly income and benefits.
In the company’s oil products industry, the human resource assistant will have the following tasks:

  1. Calculating employees’ salaries and benefits.
  2. Identifying human resource gaps in the company and recommending for more personnel.
  3. Identifying the necessary job skills for employees in the organization.
  4. Finding the cases of duplication of work and recommending for a rescheduling of workers.
  5. Designing a human resource plan for the organization such as the allocation of work to employees and their leave days and work shifts.

Job’s Work Context

  1. The human resource assistant will have a tight work schedule as he/she will deal with most human resource activities in the organization.
  2. He/she will have the freedom to make some decisions, such as providing day-offs to sick personnel when his/her senior is not available.
  3. The decision-making frequencies are few since most decisions are made by his/her manager.
  4. His/her decision has a direct impact on employee’s results since it influences their work-culture and discipline.
  5. His/her work entails making a lot of verbal and non-verbal communication, which requires him/her to be competent in this skill.

The human resource assistant must be knowledgeable in both technical and analytical skills form him/her to offer competent services to the company. In this regard, he/she must have the following job-relevant knowledge and skills:

  1. Knowledge to properly calculate the employees’ salaries and benefits.
  2. Analytical skill to predict employment gaps in the organization.
  3. Negotiating skills to enable him/her to negotiate with the employees and the management on various issues.

The Computer Support Technician
The computer support technician will simply be the person who will have the duty of assisting in various computer operating systems. In this case, the technicians will have the responsivity of installing computer hardware in various departments. In addition, they will have the duty of also installing computer programs in the firm computers and testing how they are operating.
The computer support technician will have the following tasks:

  1. Ensuring that all computer hardware have been properly installed in all offices.
  2. Installing and testing programs used by the organization.
  3. Advising the company’s management of the suitable upgrades for his/her organization. This may include information on the best computers, software

The computer support experts will offer complimentary services to the organization. In particular, they will ensure that the company’s computers are properly functioning, which will in turn enable the organization to succeed in its operations. In light of this, an incumbent must have the following skills and job-relevant knowledge.

  1. The individual must be able to install appropriate programs and test whether they are functioning appropriately.
  2. The computer support expert must be able to advise the company’s management on the most suitable computer systems for its mining activities.
  3. The individual must be cooperative and able to work with individuals that are in other departments of the company.

Job’s Work Context

  1. The computer technician specialist has to spend most of his/her time indoors (in the office) solving various issues that may arise.
  2. The individual has to spend long hours sitting since most of the work will be done using computers.
  3. There are serious consequences of errors made in this work since they can affect all the automated process of the company. This may include activities such as oil extraction, logistics, and accounting processes.
  4. This work requires a lot of repetition of routine checks to ensure that all departments in the organization are functioning properly.
  5. This work requires a tight work schedule. Personnel in this department may work overtime, especially when there are cases of system failure.
  6. This work entails limited face-to-face communication.
  7. Computer technician specialists must be able to work with groups to solve IT related problems that are in various departments.

The Front Desk Receptionist
The company receptionist will have the responsibility of providing administrative support work for the company. In this case, he/she will receive calls from customers or individuals who want to inquire about various issues in the company. In addition, the individual will receive and send various messages on behalf of the company to the company stakeholders.
The front desk receptionist will have the following essential job tasks:

  1. Receive calls from various stakeholders (customers, employees, investors, agencies) who are inquiry about specific issues in the company.
  2. Receive messages and letters on behalf of the company.
  3. Provide administrative support such as making some calls or sending messages and emails to various persons on behalf of the company.

Job’s Work Context

  1. The receptionist should be able to make contact with others (telephone, face-to-face, or otherwise) in a friendly manner.
  2. The receptionist should be able to read and write memos and letters.
  3. The individual should be able to make various simple but critical decisions on behalf of the company.
  4. The receptionist should be able to make various trips to all departments since she/he has a duty of providing support services to the entire company.

Job-Relevant Knowledge and Skills

  1. Ability to communicate properly in both written and spoken language. Preferably in English and Arabic.
  2. Adequate knowledge in the use of computers
  3. Adequate analytic skills to evaluate various situations.
  4. Basic accounting and bookkeeping skills.

Benchmark Jobs
Human Resource Recruiter Specialist
The company’s recruiter will hold the human resource recruiter specialist job. In this position, the individual will have the duty of interviewing, evaluating, and selecting the most suitable candidate for the job. The human resource recruiter specialist will liaise with the human resource department to know the specific skills needed for each job and the employment vacancies in the company.
Human Resource Associate
The human resource assistant for the company will hold the office of the human resource associate. In this position, the individual will assist in all human resource activities that are in the company. In particular, the individual will have the duty of determining the compensation and benefits for each employee, allocating leave days for the workers, ensuring that there are enough employees to carry out various tasks in the firm, identifying skill gaps, and establishing the employees to be promoted or demoted.
Information Technology Support Analyst
The individuals providing computer support for the company will be the Information technology support analysts. In this case, these individuals will have the duty of providing various computing support for the company. Majorly, these individuals will be dealing with issues of the interconnection of the computing systems in the company such as connection to servers, user rights and access permits on the company’s IT system, installation of computer software, and how computer hardware are connected. They will also advise the firm on various IT related issues.
Communication Specialist
The individuals who will offer reception services for the company will be the communication specialists. These individuals will have the duty of assisting in various administrative support for the company, such as receiving calls and parcels. Therefore, their main work will be acting as a channel of communication between the company and its stakeholders, and as such, they will be communication specialists.
Compensable Factors, Degrees, and Weights
Human Resource Recruiter Specialist
Education
The education levels for the candidates are based on 5 levels of education as follows:
1= below high school
2= High school
3= two-or three-year diploma
4= Bachelor degree
5= Master/Graduate degree
Experience
The experience for the candidates is rated as follows:
1= less than 3 months
2=less than 2 years
3= less than 5 years
4= less than 10 years
5 = less than 15years
6= 15 years and more
Communication skills
The ratings for communication are as follows:
1= Unable to write or talk in English or Arabic
2= Able to only talk in English
3= Able to talk and write in English
4= Able to talk and write in English, and also to talk in Arabic
5= Able to talk and write in both English and Arabic
Analytical Skills
1= No analytical skills
2= Ability to perform analytical skills
Supervisory Responsibility
1= No supervisory responsibility
2= Oversee the recruitment process
3= Oversee the recruitment and probation process of new employee
Physical Effort
1= not willing to perform extra work.
2=willing only to extend work by an hour
3= ready to report early and leave work late
4= willing to report to work over the weekend
5= ready to take long trips to poach employees for the company.
Importance of Accuracy
1= Careless in his/her assessment
2= uses logical assumptions in his/her work
3= extremely careful in his/her work (uses verifiable information)
Job Work Environment
1= Comfortable
2= requires arriving early and leaving late
3= requires arriving early and leaving late, and also reporting on some weekends
4=requires arriving early and leaving late, and also reporting on some weekends, and also missing some leave days
Job Hazards
1= No hazards
2= minor and preventable hazards
3= major preventable hazards
4= major unpreventable hazards
Mental Effort
1= minimal mental effort
2= slightly engaging mental effort
3= A lot of mental effort
Table 1: Human Resource Recruiter Specialist

Human Resource Recruiter Specialist Degree Rating Points Allocated
  1 2 3 4 5 6  
1.      Education 90 100 125 140 155   155
2.      Experience 10 55 70 90 125 150 70
3.      Communication skills 5 20 50 70 100   50
4.      Analytical skills 20 45         45
5.      Supervisory responsibility 5 25 40       40
6.      Physical effort 40 50 55 65 70   55
7.      Importance of accuracy 10 25 35       35
8.      Job/Work environment 5 20 25 30     25
9.      Job hazards 5 20 30 50     20
10.  Mental Effort 5 15 25       15
11.       Total Points 510

 
Human Resource Associate
Education
The education levels for the candidates are based on 5 levels of education as follows:
1= below high school
2= High school
3= two-or three-year diploma
4= Bachelor degree
5= Master/Graduate degree
Experience
The experience for the candidates is rated as follows:
1= less than 3 months
2=less than 2 years
3= less than 5 years
4= less than 10 years
5 = less than 15years
6= 15 years and more
Communication skills
The ratings for communication are as follows:
1= Unable to write or talk in English or Arabic
2= Able to only talk in English
3= Able to talk and write in English
4= Able to talk and write in English, and also to talk in Arabic
5= Able to talk and write in both English and Arabic
Analytical Skills
1= No analytical skills
2= Ability to perform analytical skills
Supervisory Responsibility
1= No supervisory responsibility
2= Oversee human resource processes
3= Make decisions on human resource processes
Physical Effort
1= not willing to perform extra work.
2=willing only to extend work by an hour
3= ready to report early and leave work late
4= willing to report to work over the weekend
5= ready to take long trips to poach employees for the company.
Importance of Accuracy
1= Careless in his/her assessment
2= uses logical assumptions in his/her work
3= extremely careful in his/her work (uses verifiable information)
Job Work Environment
1= Comfortable
2= requires arriving early and leaving late
3= requires arriving early and leaving late, and also reporting on some weekends
4=requires arriving early and leaving late, and also reporting on some weekends, and also missing some leave days
Job Hazards
1= No hazards
2= minor and preventable hazards
3= major preventable hazards
4= major unpreventable hazards
Mental Effort
1= minimal mental effort
2= slightly engaging mental effort
3= A lot of mental effort
Table 2: Human Resource Associate

Human Resource Associate Degree Rating Points Allocated
  1 2 3 4 5 6  
1.      Education 85 95 115 125 135   125
2.      Experience 5 25 35 45 55 75 25
3.      Communication skills 5 35 40 55 60   40
4.      Analytical skills 15 30         30
5.      Supervisory responsibility 5 20 30       20
6.      Physical Effort 25 35 45 55 60 65 45
7.      Importance of Accuracy 5 25 35       35
8.      Job/Work environment 5 15 20 25     20
9.      Job hazards 5 15 20 25     15
10.  Mental effort 5 15 20       15
        Total Points 400

 
Information Technology Support Analyst
Education
The education levels for the candidates are based on 5 levels of education as follows:
1= below high school
2= High school
3= two-or three-year diploma
4= Bachelor degree
5= Master/Graduate degree
Experience
The experience for the candidates is rated as follows:
1= less than 3 months
2=less than 2 years
3= less than 5 years
4= less than 10 years
5 = less than 15years
6= 15 years and more
Communication skills
The ratings for communication are as follows:
1= Unable to write or talk in English or Arabic
2= Able to only talk in English
3= Able to talk and write in English
4= Able to talk and write in English, and also to talk in Arabic
5= Able to talk and write in both English and Arabic
Analytical Skills
1= No analytical skills
2= Ability to perform analytical skills
Supervisory Responsibility
1= No supervisory responsibility
2= Oversee IT process in the organization
3= Create change in the IT systems of the organization
Physical Effort
1= not willing to perform extra work.
2=willing only to extend work by an hour
3= ready to report early and leave work late
4= willing to report to work over the weekend
5= ready to take long trips to poach employees for the company.
Importance of Accuracy
1= Careless in his/her assessment
2= uses logical assumptions in his/her work
3= extremely careful in his/her work (uses verifiable information)
Job Work Environment
1= Comfortable
2= requires arriving early and leaving late
3= requires arriving early and leaving late, and also reporting on some weekends
4=requires arriving early, leaving late, and reporting on some weekends, and also missing some leave days
Job Hazards
1= No hazards
2= minor and preventable hazards
3= major preventable hazards
4= major unpreventable hazards
Mental Efforts
1= minimal mental effort
2= slightly engaging mental effort
3= A lot of mental effort
Table 3: Information Technology Analysts

Information Technology Analyst Degree Rating Points Allocated
  1 2 3 4 5 6  
1.      Education 110 120 140 160 170   160
2.      Experience 25 65 80 100 130 160 80
3.      Communication skills 15 25 55 75 115   55
4.      Analytical skills 25 50         50
5.      Supervisory responsibility 10 25 40       25
6.      Physical Effort 40 55 65 70 75   70
7.      Importance of Accuracy 20 25 35       35
8.      Job/Work environment 10 25 30 35     30
9.      Job hazards 10 25 40 55     40
10.  Mental effort 10 25 40       40
        Total Points 585

 
Communication Specialist
Education
The education levels for the candidates are based on 5 levels of education as follows:
1= below high school
2= High school
3= two-or three-year diploma
4= Bachelor degree
5= Master/Graduate degree
Experience
The experience for the candidates is rated as follows:
1= less than 3 months
2=less than 2 years
3= less than 5 years
4= less than 10 years
5 = less than 15years
6= 15 years and more
Communication skills
The ratings for communication are as follows:
1= Unable to write or talk in English or Arabic
2= Able to only talk in English
3= Able to talk and write in English
4= Able to talk and write in English, and also to talk in Arabic
5= Able to talk and write in both English and Arabic
Analytical Skills
1= No analytical skills
2= Ability to perform analytical skills
Supervisory Responsibility
1= No supervisor responsibility
2= Responsibility of relaying communication between the company and third parties
3= Make the information to be delivered to third parties and the company
Physical Effort
1= not willing to perform extra work.
2=willing only to extend work by an hour
3= ready to report early and leave work late
4= willing to report to work over the weekend
5= ready to take long trips to poach employees for the company.
Importance of Accuracy
1= Careless in his/her assessment
2= uses logical assumptions in his/her work
3= extremely careful in his/her work (uses verifiable information)
Job Work Environment
1= Comfortable
2= requires arriving early and leaving late
3= requires arriving early and leaving late, and also reporting on some weekends
4=requires arriving early and leaving late, and also reporting on some weekends, and also missing some leave days
Job Hazards
1= No hazards
2= minor and preventable hazards
3= major preventable hazards
4= major unpreventable hazards
Mental Effort
1= minimal mental effort
2= slightly engaging mental effort
3= A lot of mental effort
Table 3: Communication Specialists

Communication Specialist Degree Rating Points Allocated
  1 2 3 4 5 6  
1.      Education 80 90 100 110 120   100
2.      Experience 5 20 30 40 50 60 30
3.      Communication skills 5 15 20 30 40   40
4.      Analytical skills 15 30         30
5.      Supervisory responsibility 5 20 30       20
6.      Physical Effort 20 30 40 50 60 70 50
7.      Importance of Accuracy 10 25 40       40
8.      Job/Work environment 5 15 20 25     20
9.      Job hazards 5 15 25 35     15
10.  Mental effort 5 15 20       5
        Total Points 350

 
Job Evaluation and Pay Grades

Grades Points Range for Pay Grade
Pay Grade 1 170-270
Pay Grade 2 271-370
Pay Grade 3 371-470
Pay Grade 4 471-570
Pay Grade 5 571-670
Pay Grade 6 671-780

 
The communication specialist job fall in pay grade 2.
The human resource associate job is in pay grade 3
The human recruitment specialist job is in pay grade 4
The information technology support analyst job is in pay grade 5.
Task Analysis
From the analysis, the highest paid personnel will be the information technology support analyst while the lowest paid will be the communication specialist. From the analysis, it is clear that the communication specialist is not highly involved in the decision making process of the company. Majorly, she/he works as a communication channel. In addition, this individual is not required to have a high academic qualification or experience, except for her mastery of communication. As a result, from an internal equity perspective, her low pay grade is justifiable. With regards to external equity, most of the work of communication specialist has been automated. For example, the use of online shopping platforms that enable instant sending of feedbacks and inquiries to sales agent has minimized the need for communication specialists. Additionally, modern communication systems such as teleconferencing, bulk messaging systems, and automated response systems have taken over most of their work. Accordingly, the demand for these employees is low, which makes the fee paid by the company justifiable.
The second least earning individual is the human resource associate. From an internal equity perspective, these person is not highly involved in the making of decisions that concern the human resource team. He/she is a junior employee and works under the human resource manager. In addition, he/she does not have a lot of experience. Therefore, although he/she has some reasonably advanced level of training, his/her average salary is justified. From an external perspective, there is equity in his/her income. As a new employee, it is expected for him/her to start with a low salary that progressively increases based on his/her experience and skill.
The third highest earning employee is the human resource recruitment specialist. The human resource recruitment specialist is a highly trained and experienced individual. In addition, he/she has a lot of responsibility such as recruiting employees and overseeing their progress through the mentorship program. Furthermore, the duties of the human resource recruitment specialist require the individual to report to work early and leave late and to be fully engaged in most managerial decisions of the company. In light of this, the high pay for this personnel is justified. From an external equity perspective, there is justification for the high pay for this individual. In particular, these employee has a lot of experience, is highly skillful, and he/she is highly involved in his/her work.
The highest paid individual is the information technology support analyst. This person has an average level of education, just a bachelor degree. Information technology work is always highly engaging; therefore, this individual commits a lot of time in his/her work. Although this personnel’s work experience is just average; however, he/she is the highest paid individual in the company. Currently, there has been a high level of embracing technology in all aspects of companies. Furthermore, in highly specialist businesses like oil and gas extraction, the demand for these individuals is usually extremely high because of the many costs that they save by automating the process. Due to these factors, the company has to inevitably pay this personnel a lot of salaries. Therefore, from an internal perspective, this pay is equitable since the employee creates a lot of value to the company. From an external equity view, the individual’s salary is still equitable. Given that there is a high demand for IT specialists, the person would most likely have been in another company where he/she would be adding a lot of value.
The company should use the lead policy when establishing its payment structure. In the lead the market strategy, an organization always pays its employees higher than the prevailing market rates. This strategy is effective in enabling the company get the most skillful employees since most workers are motivated by their salaries. In addition, it increases the morale of the company’s workers and productivity, prevents unionization efforts, and decreases employee’s turnover rate. Since the extraction of oil and gas is a highly competitive industry, all employers are always looking for the most competent and experienced workers who are usually very productive. Therefore, the provision of high salaries is worthwhile. On the overall, the high salaries will motivate the employees, which will make them increase their productivity, and reduce employee turnover. The main challenge with this strategy is that it will make the company have a high operating costs than its competitors.