Greetings,
The Job Description explains every tasks and responsibilities an individual needs to. Each ingredient is weighed in terms of money. This is aligned with the market standards. It is then matched to the skills and education required to deliver the role. An Expected Monetary Value is calculated. This necessitates the action to match the employee's service with employer's offering, i.e, delivery requirement with compensation.
Suppose you are hiring an HR Executive. This role would include all the generalist responsibilities with an added requirement to work on SAP. Ideally, you may list the tasks and develop it into a format, i.e, Job description. You would match each task with the level of education and experience required to deliver it. Here, you would allocate a monetary value to each task and calculate a CTC. You would have to align it with the market standards. Now , your requirement includes an extra skills set , which may not be there in every one. Depending on how much you can spend on training, and what level of SAP PA tasks would the talent have to deliver, you would decide on the final compensation.
There are different techniques involved to design them. You may consider reading few of these documents shared below
Basis of compensation management
Compensation guidelines
Please do share your queries.
Regards,
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