HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

Reporting lines

It is important to clearly state where this job reports too. This indicates the level of the job in the organisation and its reporting lines if they report to more than one manager.

Functional relationships

This is about whom they interact with.

For instance: Customer, Suppliers or internally to different business units, parts of the business. What is the zone of control for this job? Do they control the team or the whole workplace? What sort of budgetary control do they have (what can they spend)? What authority does this person have (hire or fire)? • Does the jobholder have to have a qualification because of legal or legislative requirements? • Will the jobholder have to have actual experience of this job and if yes what experience in years should have? • What other things skills or knowledge do they need to be successful in this job? • In what environment will the jobholder be expected to work in? Office bound, regionally, travel etc. This is part of the person specification. Think about the following questions:

Decision-making this job can undertake

Authority this position has

Skills, knowledge and experience the job holder needs

Working conditions of this job

Once the information has been gathered and the analysis conducted there should be enough information to complete a job description and person specification. The job description becomes the document that you use to find and assess candidates.

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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