Human Resource Law Paper: Job Analysis

Human Resource Law Paper: Job Analysis

Due to the recent growth in the number of employees on the payroll, the organization would like to recruit some additional payroll clerks who will be responsible for handling the extra work. As a result of this, the organization has developed a questionnaire to be completed by the current serving payroll clerk.  The questionnaire will help in analyzing and reviewing the job before advertisements are made.

Questionnaire   (Tick inside the box where appropriate)

  1. What is your proficiency level with Microsoft applications? (tick one or more appropriate boxes)
  2. I am proficient with Microsoft Word
  3. I am proficient in Microsoft Excel
  4. I am proficient with Microsoft Access
  5. I am not proficient in any of the above
  6. Do you have any experience in computerized payroll systems or software?
  7. I have experience in computerized payroll systems and software
  8. I don’t have experience related to computerized payroll system or software
  9. What payroll forms are you familiar with? (tick one or more boxes)
  10. Personal data forms
  11. Time sheets
  12. Absence or overtime approval forms
  13. Expense reimbursement forms
  14. None of the above
  15. Do you have information about payments, taxes, deadlines, and other sensitive data in one place?
  16. Yes
  17. No
  18. Do you have experience processing special pay items?
  19. Yes
  20. No
  21. What do you do with an upset employee whose pay is inaccurate?
  22. Ignore him/her and correct the mishaps later on
  23. Call him/her and explain the reason for the mishaps then correct it
  24. Are you familiar with employment laws that regulate employee pay?
  25. Yes, I am familiar with Fair Labor Standards Act (FLSA)
  26. I am not familiar with FLSA or any other pay regulatory laws
  27. How do you handle an employee who fails to report time records before the payroll deadline?
  28. Withholding the salary of the employee for that month
  29. Helping them out while explaining to them the need to process it on time


Performance Expectation List for a Payroll Clerk.

The payroll clerk will be expected to do the following tasks in the organization:

  • He/she will be responsible for the processing and issuance of employees’ paychecks as well as their statements of earnings and deductions. Such statement should be mailed or presented to the employees alongside their payments.
  • The payroll clerk will be expected to compute wages and deductions, and enter such data to the server computer system where the management of the organization can retrieve it.
  • They are expected to compile the employee time, payroll data, and production from time sheets and other related record books. This will also feature the reviews of time sheets, wage computations, work charts, and other crucial data that are essential in checking and reconciling payroll discrepancies (Dessler, 2013).
  • He/she will also be accountable with the verification of employee attendance data, hours worked and subsequent pay adjustments. Thus, they should post such information into the designated record folder.
  • Employees’ data such as transfers, exemptions, and resignations is another task meant for a payroll clerk. Such undertakings are necessary for the organization because it helps in updating and maintaining the payroll
  • The organization also expects the payroll clerk to compile statistical records, statements and other collective accounts related to pay and benefits, then submit such data to the relevant departments.
  • The payroll clerk is also expected to Prepare and balance period-end reports and ensure that the issued payrolls are reconciled with the bank statements.
  • The payroll clerk will be responsible for completing, verifying, and processing forms and documentations so as to facilitate the administration of employee benefits such as pension and Medicare insurance plans.
  • Expected to distribute and collect timecards for each pay period.


Equal Employment Opportunity

Equal employment opportunity helps in establishing a baseline for acceptable behavior as well as helping the individual employee to feel equal and fair treatment, consequently increasing their level of commitment (Bureau of National Affairs, 2008).

The recruitment and selection will be based on the merit system principle where qualified individuals from all segments of society will be selected. The applicants for the stated position will be treated fairly and equitably without regard to their political affiliations, sex, marital status, age, or race. The organization will also strive to provide equal pay for equal work done by the employees and reward excellent performance. This will be in compliance with the equal employment opportunity guidelines.

Another strategy done by the organization will involve training employees on computerized payroll tasks and software with the aim of increasing the productivity of the organization as well as the individual job performance. Training will be financed by the organization. It is the mandate of the organization to efficiently manage all employees while maintaining high standards of integrity and concern for the interest of the public (Jean & Stanley, 2014).

Also, employees’ will be protected from improper political influence, and all of them are expected not to politicize the organization in any undue way. The employee will also be protected against reprisals from whistleblower situations that happens as a result of lawful disclosure of information within the organization.




Bureau of National Affairs. (2008). Fair employment practices. BNA, Washington D.C.

Dessler, G. (2013). Human resource management. Boston: Prentice Hall.

Jean, P. & Stanley, M. (2014). Human resource management. Mason, Ohio: South-Western Centage.