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Cramer Management Consultants

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Tools

Assessments

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Cadidate Assessment Training

CMC partners with you to determine critical skills and key performance factors that spell success in the position.

 

Hiring and promotional mistakes are costly.  Strategically, it makes more "cents" to assess the fit of a candidate for hire or promotion up front—before it is too late.

Let us assist you in finding the "best fit"" candidates for you, with our selection of online, up to date, validated sets of behavioral and cognitive assessments.

It is crucial an assessment tool measures the skills and abilities that are relevant to the job. You don’t want to be assessing sales skills for your maintenance positions, right? But, wouldn’t it be helpful to identify candidates for a key position in customer service that possess a high level of behaviors critical to success in the job like patience, team orientation, tolerance for stress, self-control and interpersonal skills?

Assessments can be also be used for multiple purposes beyond selection such as training, leadership development and promotions/lateral moves.

Assessments CMC can provide: 

  • Pre-Employment Screening
  • Personality and Skills Assessment
  • Team and Organizational Development
  • Coaching and Leadership Development
  • Professional and Managerial Selection
  • Mechanical and Technical Skills
  • IT Skills

Interviewing

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Human Resource Interviewing

Find great staff efficiently and effectively, saving you time and money.

Have you ever hired someone who was impressive in the interview process, only to find out two months later they simply do not have what it takes to do the job?

Hiring great employees isn't everyone’s area of expertise and not doing it well can cause major headaches, not to mention the costs involved. And costs will continue to grow until the problem is solved.

So, why does this happen? One problem is that we forget that the essence of a person is not what they say, it is what they do! Behavior never lies. Understanding and accepting this truth will transform the hiring experience.

Behavior Based Interviewing 

Behavior-based interviewing is not a new term, but it does take training and practice to do it well. Today's applicants are becoming "interview savvy" . Employers need to get past the "right" answer and find out if the candidate is the right fit for the organization. Behavior-based interviewing involves focusing not just on technical skills, but also on critical elements of performance that will breed success in the job such as specific behaviors, motivations, transferable abilities and self-management skills. It involves going beyond traditional questions such as "What are your strengths and weaknesses?" and focusing on what you really need to know about the person sitting in front of you.

CMC Interviews

CMC can provide experienced interviewers who are highly skilled in behavior based methods. Save valuable time and resources by having us narrow your "top ten" down to the three "best fit" candidates. Our systematic approach and application of behavioral measures help identify candidates' levels of :

  • Emotional intelligence
  • Resilience
  • Critical thinking skills
  • Problem solving skills

CMC provides detailed reports of our interviews for your review, which saves you time and money.

Additional Cost-effective Interviewing Services

  • "Hands-on" Interview Skills training for your own hiring managers
  • Assistance in developing systematic questions that evoke detailed responses
  • Developing reliable rating techniques for evaluation of selected criteria during interviews.

Ensure you continue to get the highest quality employees to support your growing company. Find great staff efficiently and effectively, saving you time and money. Contact CMC today.

Wednesday, 12 June 2013 17:20

External Equity

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Job Evaluation Human Resource Training
Make job evaluation part of your strategy that will give you years of return on your investment.

External Equity—how does our pay compare in the market?  In the final step of job evaluation, CMC reviews your organization's pay policies and compensation levels. We provide your company with the most current, industry-specific data which are gathered from multiple sources and compiled by reliable compensation research organizations. Using this specific geographical data allows you to compare your wage structures to current market information and evaluate and improve your competitive position for the best employees. CMC develops various compensation structures that fit your company’s goals and objectives and allows you to pay and easily maintain competitive wages to attract, retain, and motivate the very best. Job evaluation provides the best foundation for a total compensation system that is both internally and externally equitable.

 

Make job evaluation part of your strategy that will give you years of return on your investment.

For more information: email  This email address is being protected from spambots. You need JavaScript enabled to view it. This email address is being protected from spambots. You need JavaScript enabled to view it.

Benefits of Job Evaluation

Benefits of Job Evaluation

Making job evaluation a part of your strategy will give you years of return on your investment. It is the key to establishing a fair and equitable pay structure for the organization.


 

View a partial list of the benefits:

  • Superior ability to attract, retain and motivate qualified, competent employees
  • Ownership of a legally defensible compensation system and philosophy
  •  Increased ability for internal equity and external comparability to competitive labor markets
  • Assurance your positions have been evaluated in a standardized, objective and nondiscriminatory manner 
  • Complete, defensible and compliant of jobs and related compensation
  • High levels of employee and management commitment or buy-in to the process Consistent application of program to all jobs
  • Administrative efficiency and ease of maintenanceEstablished, standardized  procedures for evaluating new jobs
 

Wednesday, 02 April 2014 00:00

Job Evaluation Process

Compensation-Equity-Training

CMC's's approach to job evaluation will leave you with well-defined jobs, fair and equitable compensation structures that relate to the market, and strategies for maintaining competitive pay throughout the years.

{jb_purpledisc} {/jb_pupledisc}Generally job evaluation relies on thorough job analysis, where the delineation of job duties and responsibilities (i.e., a job description) and essential knowledge, skills and abilities (i.e., job specifications), have been defined.

Job Evaluation Steps

Identifying Compensable Factors

CMC first assists the company in identifying compensable factors (how the work adds value to organization). These factors are commonly present throughout a group of jobs. Because all factors do not hold the same importance, these factors are then scaled by various degrees and weighted by importance to the employer.

Determining Relative Job Value

CMC recommends using a point factor system to determine the relative worth of a job, such as the National Position Evaluation Plan, which meets all these requirements. The point factor method is the most widely used job evaluation method in the U.S. It is simple to understand yet much more sophisticated than ranking or other classification methods.

Classifying the Job

CMC's trained evaluators classify each job, applying the job evaluation system before the pay structures are even a consideration. This ensures the evaluator remains focused on assessing the internal equity without allowing past compensation practices to influence how this position will be viewed.

Typical major categories include skills, responsibilities, complexity, effect of errors, effort and working conditions. Separate factors are used to evaluate exempt and nonexempt jobs involving work of clerical, technical, supervisory, managerial, administrative, professional, service or sales nature.

All jobs are classified using the appropriate unit. Multiple units accommodate different functional groups (i.e., managerial, administrative, technical and/or manufacturing)

Reviewing Pay Policies

In the final step of job evaluation, CMC reviews your organization's pay policies and compensation levels in light of the classification. Your company is provided with a full analysis and comparison to the market wages for similar positions. We use the most current, industry-specific data which are gathered from multiple sources and compiled by reliable compensation research organizations. After assessing what your company’s goals for compensation are, CMC develops “best-fit” compensation structures for use in improving or maintaining market position.

Effective job evaluation gives you the best opportunity to attract and retain high quality employees. Call CMC today! Your investment in job evaluation will bring value for years to come.

 

Thursday, 03 April 2014 00:00

Compensation Development

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Equity-Human-Resource-Training

Job evaluation provides the best foundation for a total compensation system that is both internally and externally equitable.

Internal Equity - How much is this job worth?

Finding the level of compensation that attracts the best talent without draining the company’s resources is tricky business. It is tricky because you can easily upset internal equity. We know that pay distinctions matter to everybody in the workplace. When employees are eager to advance their career and gain status within the organization, they become demotivated when they perceive they are not being paid for the value they bring. Or worse, if they perceive someone who brings less value is being paid more.

CMC’s job evaluation process establishes internally equitable and non-discriminatory compensation for each position and person in your company by developing a basic internal hierarchical structure. This structure is founded on objective, compensable factors and also one that will continue to meet the company’s objectives through these changing times.

External Equity—how does our pay compare in the market?

CMC uses the most current, industry-specific data which are gathered from multiple sources and compiled by reliable compensation research organizations. Using this specific geographical data allows you to compare your wage structures to current market information and evaluate and improve your competitive position for the best employees. CMC can develop s various compensation structures that fit your company’s goals and objectives and allow you to pay and easily maintain competitive wages to attract, retain, and motivate the very best.

Job evaluation provides the best foundation for a total compensation system that is both internally and externally equitable.

 

job evaluation

Let CMC give you the right tools to build a solid foundation for determining effective wage policies and administration that stands up to the test of time.

What Communicates Value to Employees? 

We all say, “It’s not about the money.”  But, let’s face it. Little else communicates value to you and your employees than fair and equitable compensation.

Internal and external equity in pay are like bread and butter. One without the other just doesn’t cut it. It’s easy to focus on external equity and allow internal equity to suffer, thus creating more liability for the company than often is realized.

You need the right tools for building a sound foundation for compensation, and having the right tools for wage administration will allow your organization to withstand the spiraling costs of labor.

CMC’s Job Evaluation and Compensation Development services give you the right tools that you can use for years to come to maintain your competitive position in the market. 

Inquire Today! 

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job descriptions

Are your job descriptions complete? Up to date? Compliant with recent regulatory requirements? Well, you’re not alone if you can’t answer "Absolutely yes!"

In fact, some businesses still question whether job descriptions are really necessary, so they don’t even have them. Or, since getting them written is not in the budget, they’re given to managers to write and, well, you know what happens. But, it's easy to understand why. Good, legally sound job descriptions are difficult to do.

Without these in place, you will end up paying for them—one way or another. Because at some point, your job descriptions (in whatever state they are in) will be scrutinized by regulatory agencies. Will they be a liability or a good defense?

A well written job description is your first defense for compliance in:

    • Equal employment (job-relatedness, bona fide occupational qualifications and reasonable accommodation process).
    • Equal pay (skill, effort, responsibility and working conditions), and comparable worth.
    • Wage and hour laws and overtime eligibility (exempt vs. nonexempt work).
    • Work performance issues.
    • Work place safety (work hazards and mitigation).

Reviewing/revising Job descriptions can also:

      • Help identify redundancies in jobs.
      • Streamline work processes.
      • Spot ill-advised content and work controls that unnecessarily limit or inhibit constructive working relationships and create company liability.
      • Reduce personnel costs.
      • Increase productivity and employee empowerment.
      • Enhance job satisfaction.
      • Provide greater scheduling flexibility for the employee.

So, if you are looking for how to get the job done, CMC can help. We can revise/edit your work, train managers in how to write them, or do the full analysis and job description work for you. CMC’s descriptions include job summary, and clear, concise statements regarding the responsibilities and essential duties of the position. Key qualifications of the job as well as specific credentials and skill are designed to be easily identified. CMC additionally provides documentation for exempt/nonexempt status under the Fair Labor Standards Act (FLSA). Don’t wait to get started.

This email address is being protected from spambots. You need JavaScript enabled to view it. and see how easy it can be.

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Our process is efficient and effective with minimal disruption of company schedules. We value your time, so we use well-structured tools that give us the information we need quickly.job analysis process Most importantly, we work with you to determine the focus and format to meet your goals.

Skilled Analysts:

  • Help you select appropriate processes to ensure buy-in from key managers, decision-makers and employees to accomplish the required result.

  • Collect information from a variety of sources using methods such as observation, individual or group interviews (with job incumbents), questionnaires validated by supervisors, critical incidents, equipment design/process, and any additional information your company provides. Secondary sources are used when appropriate.

  • Examine the job with standardized, objective and systematic methods to determine relevant job components. This evaluation is the core of the process. Tasks and other job features are categorized and scaled regarding diversity of functions, complexity, and judgment exercised. Analysts assess and verify minimum knowledge, skills and abilities, required mental and cognitive processes, effects of errors, supervision given and received, and relationship to others. Environmental conditions, use of equipment and physical demands are carefully considered. Essential and nonessential functions are identified to ensure job standards and criteria are related to essential functions only, for compliance with current federal and state regulations. The job’s main purpose is revealed. The scope and impact of the position is carefully weighed.

  • Document the facts and conclusions in summary form of job description and job specifications. The job description is the most visible output of the analysis process. CMC’s written job descriptions include job summary, clear, concise statements regarding the responsibilities and essential duties of the position that are ADA compliant. Key qualifications of the job as well as specific credentials and skills are easily identified. CMC provides additional documentation for exempt/nonexempt status under the Fair Labor Standards Act (FLSA). Together, these documents provide a basis for job.

  • Review documentation with management personnel. The job description and job specifications are validated, refined and used as a basis for all human resource related actions of the company. The documentation can be updated independently as any job changes occur.


  • Job Analysis

    Job analysis is a tried-and-true process and absolutely foundational to accomplishing your

  • Job Analysis Process

    Our process is efficient and effective with minimal disruption of company schedules. We va

Job Analysis

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job analysis

Job analysis is a tried-and-true process and absolutely foundational to accomplishing your Human Resources objectives

You know the story of the three little pigs, right?  A house made of straw, a house made of sticks, and a house made of bricks.  That big, bad wolf blew down every house but the one carefully made with bricks.   So, you’re thinking, “What does this have to do with job analysis?”

Job analysis is the solid foundation (the bricks) when it comes to all things related to the employment cycle.  Yet we often construct jobs and make employment decisions with an approach more like those “houses of straw or sticks.”  We throw all sorts of tasks together that we know we want someone to do and call it a “job.”  We make hasty decisions in recruiting, selection and placement and wonder what happened two months later.  Sound familiar? 

Job Analysis is the foundation for all assessment and selection decisions.  It’s the foundation for building an equitable compensation structure, determining training needs, and providing a legal defensibility for other personnel actions such as promotions and selection procedures.  In plain language, it is the place to start. Even before writing a job description.  

Job analysis is the place to start.  Using it as the foundation can provide data for a multitude of human resources activities, including the following:

  • Classification and Equitable Pay Scales
  • Legally Compliant Job Descriptions
  • Sound and Cost Effective Recruitment and Selection
  • Training Needs Assessments
  • Performance Appraisal
  • Disability or Return‐to‐Work Accommodation
  • Human Resource/Workforce Planning
  • Legal Defense of Personnel Actions

*Systematic job analysis has been accepted by the courts in cases involving issues of employment law.


  • Job Analysis

    Job analysis is a tried-and-true process and absolutely foundational to accomplishing your

  • Job Analysis Process

    Our process is efficient and effective with minimal disruption of company schedules. We va

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Cramer Management Consultants
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