company policies
The set of rules that govern the activity of a company.
Compensation analysts recognise and reward contributions and behaviors that support company’s business objectives and corporate values.
Competences and skills
29 ESCO relationsEssential knowledge 11 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
2 competencescorporate social responsibility
The handling or managing of business processes in a responsible and ethical manner considering the economic responsibility towards shareholders as equally important as the responsibility towards environmental and social stakeholders.
green
Cross-sector
9 competencesbusiness analysis
The research field which addresses the identification of business needs and problems and the determination of the solutions that would mitigate or prevent the smooth functioning of a business. Business analysis comprises IT solutions, market challenges, policy development and strategic matters.
business processes
Processes which an organisation applies to improve efficiency, set new objectives and reach goals in a profitable and timely manner.
business valuation techniques
The processes to valuate the worth of the assets of the company and the value of the business following techniques such as asset-based approach, business comparison, and past earnings.
employment law
The law which mediates the relationship between employees and employers. It concerns employees' rights at work which are binding by the work contract.
financial analysis
The process of assessing the financial possibilities, means, and status of an organisation or individual by analysing financial statements and reports in order to make well informed business or financial decisions.
financial capability
Financial operations such as calculations, cost estimations, budget management taking relevant commercial and statistical data into account such as data for materials, supplies and manpower.
human resource management
The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.
labour market
The trends, functioning, and fluctuations of the labour market, career options, wages, unions, working population and the supply and demand of certain professions in a sector.
personnel management
The methodologies and procedures involved in the hiring and development of employees in order to ensure value for the organisation, as well as personnel needs, benefits, conflict resolution and ensuring a positive corporate climate.
Essential skills and competences 7 competences
Occupation specific
1 competencecalculate compensation payments
Calculate the amount due by the insurance company in case of a legitimate claim, authorise the financial transfer and address reclamations to other insurance companies if needed.
Sector-specific
2 competencescalculate employee benefits
Calculate the benefits which the people connected to the organisation are entitled to, such as employees or retired people, using the information of the person and the interplay between governmental benefits and benefits obtained through for example employment.
promote equal pay
Promote actions which aim to close the pay gap between the different genders by researching the current circumstances which facilitate the continuance of the pay gap and the fields in which pay gaps persist, as well as promote the inclusion of different genders in professions or fields which are dominated by one gender.
Cross-sector
4 competencesanalyse financial performance of a company
Analyse the performance of the company in financial matters in order to identify improvement actions that could increase profit, based on accounts, records, financial statements and external information of the market.
determine salaries
Determine salaries for employees.
estimate profitability
Take various factors into account to calculate the cost and potential revenues or savings gained from a product in order to evaluate the profit that could be generated by the new acquisition or by a new project.
provide cost benefit analysis reports
Prepare, compile and communicate reports with broken down cost analysis on the proposal and budget plans of the company. Analyse the financial or social costs and benefits of a project or investment in advance over a given period of time.
Optional knowledge 4 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
1 competenceactuarial science
The rules of applying mathematical and statistical techniques to determine potential or existing risks in various industries, such as finance or insurance.
Cross-sector
3 competencesbusiness loans
Loans which are intended for business purposes and which can either be secured or unsecured depending on whether a collateral is involved. The different types of business loans such as bank loans, mezzanine finance, asset-based finance, and invoice finance.
financial forecasting
The tool used in performing fiscal financial management to identify revenue trends and estimated financial conditions.
human resources department processes
The different processes, duties, jargon, role in an organisation, and other specificities of the human resources department within an organisation such as recruitment, pension systems, and personnel development programs.
Optional skills and competences 7 competences
Occupation specific
1 competencecarry out job analysis
Research and perform studies on occupations, analyse and integrate data to identify the content of jobs, meaning the requirements to perform the activities, and deliver the information to business, industry or government officials.
Sector-specific
2 competencesanalyse unemployment rates
Analyse data and perform research concerning unemployment in a region or nation in order to identify causes for unemployment and possible solutions.
develop employee retention programs
Plan, develop, and implement programs aimed at keeping the satisfaction of the employees in the best levels. Consequently, assuring the loyalty of employees.
Cross-sector
4 competencescalculate dividends
Calculate the payments made by corporations as distribution of their profit to the shareholders, ensuring that the shareholders receive the correct amount in the correct format, meaning in monetary payouts via deposits or via the issuing of further shares or share repurchase.
control financial resources
Monitor and control budgets and financial resources providing capable stewardship in company management.
manage payroll reports
Maintain personnel records as well as payroll reports. Record evaluations, promotions or disciplinary actions.
manage staff
Manage employees and subordinates, working in a team or individually, to maximise their performance and contribution. Schedule their work and activities, give instructions, motivate and direct the workers to meet the company objectives. Monitor and measure how an employee undertakes their responsibilities and how well these activities are executed. Identify areas for improvement and make suggestions to achieve this. Lead a group of people to help them achieve goals and maintain an effective working relationship among staff.