These professionals advise companies in the definition of occupations in order to optimize the organizational structure, identifying the objectives of each job and the skills necessary to carry them out successfully. In addition, they design employee payment policies, especially commissions and other reward systems in order to retain talent through remuneration in accordance with the market and the strategy of the company.

They gather and analyse detailed information about the obligations that correspond to the people who occupy each position in order to prepare accurate descriptions. These descriptions, in addition to setting out the obligations they must assume, also include a description and assessment of the levels of training and skills required by each job, as well as appropriate remuneration.

Job analysis is an essential task within human resources departments, since it affects the way in which the rest of the department's tasks are carried out, including recruitment and selection, the undertaking of training programmes and, broadly speaking, the planning of human resources.

• Analyse the duties, tasks and responsibilities of the different jobs, as well as the number of people who carry them out.
• Analyse the relationships among the positions within the company¿s organisational structure and define aspects such as: hierarchical level, division or department, superior and subordinate positions and level of internal communication.
• Analyse the company and establish a communication channel with the management of the company and the human resources manager to identify company needs and set objectives.
• Analyse the business strategy and compare the company's payment policy with that of other companies with similar characteristics.

• Objectives, competencies, knowledge, experience, tasks of each job and handbooks detailing the roles.
• Name and position of the role within the company (e.g. head of the procurement department, head of the commercial department, etc.)
• The competencies required to perform a role effectively (e.g. teamwork, initiative, etc.).
• Working conditions (e.g. mobility, flexible hours, occupational risks, etc.).

• Design the jobs and redesign the tasks, responsibilities and requirements in line with the organisation's objectives.
• Define the job specifications that the ideal candidate for the position should have (e.g. languages, studies, experience, competences, etc.).
• Define the economic valuation of the jobs and present the alternatives that may benefit the company the most.
• Draw up and incentive and compensation scheme in accordance with the policy of the company and the market, which may combine cash incentives (bonus schemes, pension plans, company shares, variable salary, etc.) or non-cash incentives (flexible working hours, the option to work online, training and professional development, etc.).
• Draw up balanced scorecards to analyse human resource management indicators in the company.
• Discuss organisational improvements to the different positions with the company management.
  

Regulated training and graduates

• Grau: Relacions laborals
• Grau: Relacions laborals i ocupació
• Grau: Relacions laborals i recursos humans
• Grau: Sociologia
• Grau: Ciències polítiques i de l'Administració
• Grau: Administració i direcció d'empreses
• Grau: Psicologia
• Grau: Economia
• Grau: Ciències empresarials-management

Complementary training

It is recommended to have a master's or postgraduate degree in Human Resources and especially training in job evaluation and compensation and benefits, staff motivation, etc. It is also advisable to know the economic principles of the operation of a company (complementary training in case of not coming from business studies).

Other specific skills

High level of English.
Knowledge of occupational psychology and industrial relations.
Knowledge of business organisation and job evaluation, job analysis and definition techniques and competence systems.
Knowledge of the legal framework related to the hiring of human resources

Experience at a human resources department or at consulting firms specialising in personnel management is desirable. One way of gaining this experience is through a work experience placement while completing your academic training.

Learning and use of knowledge: Level 2

Self-confidence: Level 2

Flexibility and change management: Level 2

Orientation within reach: Level 3

Analytical thought: Level 2

Management

The organisation, administration and control of a company or entity are the main interests of people related to the management field. Activities included in this field of interest vary from effective resource management, feasibility analyses and solving business problems to the development of skills and fostering of motivation in relation to human resources. Knowledge regarding specific techniques of strategic administration and business management are required to carry out these activities.

Head-hunter

Expert in teleworking systems

Talent management specialist

Commercial conflict mediator

Labour Coach

• Work hours

  Flexible schedule. The schedule may vary depending on the tasks these professionals have to carry out and according to the schedule of the client company.
  
  

• Salary

  From 15,086 to 21,953 euros gross per year. This value is only a guidance, the salary may vary depending on the experience and the company. The average salary is around 18,199 euros gross per year.
  Source: Report "Observatory of Jobs and Salaries of the Labour Market. Barcelona Activa", elaborated by ICSA Grupo. April 2015.
  
  

• Professional category

  Technician