BUS 434 ASH Course-Shoptutorial
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BUS 434 Week 5 Final Paper Holland Enterprises - ShopTutorial.com

BUS 434 Week 5 Final Paper Holland Enterprises - ShopTutorial.com | BUS 434 ASH Course-Shoptutorial | Scoop.it
BUS 434 Week 5 Final Paper | Attracting and retaining the most talented employees is essential for long-term organizational success. An important
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Final Paper

Attracting and retaining the most talented employees is essential for long-term organizational success.  An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system.

In the final project, you are to assume the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by your city’s largest employer, Holland Enterprises.  The firm employs 3,500 employees, but since 2007 has lost 25% of its staff.  Exit interviews indicate the primary reason a majority of these employees have resigned is because of a compensation and benefit system that is perceived to be unfair and uncompetitive in the marketplace.

Focus of the Final Paper

Specifically, in your role as a consultant for this organization, complete a 6-8 page Final Paper on the following:

Discuss how an effective compensation and benefit system contributes to organizational effectiveness.Discuss the principle components of a typical compensation and benefit system for a large-scale organization.  At a minimum, your compensation and benefit system would include a discussion on: Compensation and benefit philosophyPay structure architecture (pay grades, pay ranges, and pay width)Ratio of base pay to incentive (bonus) payEmphases on external equity or internal equityPrinciple type of benefits to include (example: deferred compensation match, health insurance, vacation and sick leave, etc.)
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BUS 434 Week 3 DQ 2 (Survey Preparation) - ShopTutorial.com

BUS 434 Week 3 DQ 2 (Survey Preparation) - ShopTutorial.com | BUS 434 ASH Course-Shoptutorial | Scoop.it
BUS 434 Week 3 DQ 2 | Surveys are an important tool to assess the competitive forces in the marketplace regarding pay practices. The most critical step
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Surveys are an important tool to assess the competitive forces in the marketplace regarding pay practices. The most critical step in the survey process is obtaining the proper job match. For an organization you are familiar with, identify a position that would be the match to utilize in your survey, including a brief discussion on the limitations of using this position to determine your organization's overall salary competitiveness in the market.

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BUS 434 Entire Course - ShopTutorial.com

BUS 434 Entire Course - ShopTutorial.com | BUS 434 ASH Course-Shoptutorial | Scoop.it
BUS 434 Entire Course | BUS 434 Week 1 DQ 1 (Employee Satisfaction) BUS 434 Week 1 DQ 2 (Global Wage Rates) BUS 434 Week 1 Quiz
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BUS 434 Week 1 DQ 1 (Employee Satisfaction)
BUS 434 Week 1 DQ 2 (Global Wage Rates)
BUS 434 Week 1 Quiz
BUS 434 Week 2 DQ 1 (Compensation System)
BUS 434 Week 2 DQ 2 (Job Descriptions)
BUS 434 Week 2 Quiz
BUS 434 Week 3 DQ 1 (Job Evaluation Methods)
BUS 434 Week 3 DQ 2 (Survey Preparation)
BUS 434 Week 3 Assignment Employee Relations Manager Paper
BUS 434 Week 3 Quiz
BUS 434 Week 4 DQ 1 (Performance Standards)
BUS 434 Week 4 DQ 2 (Performance Incentives)
BUS 434 Week 4 Quiz
BUS 434 Week 5 DQ 1 (Executive Compensation)
BUS 434 Week 5 DQ 2 (Benefit Packages)
BUS 434 Week 5 Final Paper Holland Enterprises Compensation and Benefit System

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BUS 434 Week 4 DQ 2 (Performance Incentives) - ShopTutorial.com

BUS 434 Week 4 DQ 2 (Performance Incentives) - ShopTutorial.com | BUS 434 ASH Course-Shoptutorial | Scoop.it
BUS 434 Week 4 DQ 2 | To Compare and contrast when it would be preferable to motivate employee performance through short-term incentives versus .
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To Compare and contrast when it would be preferable to motivate employee performance through short-term incentives versus long-term incentives, and vice-versa.

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BUS 434 Week 3 Assignment Employee Relations Manager Paper - ShopTutorial.com

BUS 434 Week 3 Assignment Employee Relations Manager Paper - ShopTutorial.com | BUS 434 ASH Course-Shoptutorial | Scoop.it

BUS 434 Week 3 Assignment Employee | Work that an employee is expected to perform (typically detailed in the job description); Work that the employee .

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The most effective compensation strategy is one that develops a clear link between:

1.    Work that an employee is expected to perform (typically detailed in the job description);2.    Work that the employee performed (typically detailed in a performance evaluation);3.    and, finally, pay provided to each employee (typically determined through external survey and internal equity).

In a 2-3 page paper, examine and elaborate on the interrelationship between these three links.  In presenting your analysis, it would be beneficial to:

Select one position or classification that you are familiar with (Administrative Assistant, Human Resource Manager, Maintenance Worker, etc);Detail how pay is determined for this position or classification based on the duties they are expected to perform (job description) and the manner in which they performed these duties (performance evaluation).

Here’s an example:

I selected the position of Purchasing Manager.The job description indicated the primary function of a Purchasing Manager is to plan, direct, and coordinate the activities of buyers, purchasing officers, and related workers involved in purchasing materials, products and services.Our organization’s performance evaluation system states employee performance is segmented into one of four categories: outstanding, exceeds expectations, meets expectations, and does not meet expectations. Those in the outstanding category receive a 6% increase, those in the exceeds category typically receive a 4% increase, those in the meet category typically receive a 2% increase. There is no increase for those who do not meet expectations.The external analysis (salary survey, which you can typically obtain online) indicated the monthly salary range at $4300 - $5200.The internal analysis (the relationship of this position to similar positions in your organization) indicated this position is similar to Accounting Manager, and should be paid within the same monthly salary range of $4400 - $4900.

 

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