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HRM 598 Week 4 Case Study Getting and Using Compensation Information

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Written Case Study: Getting and Using Compensation Information
Compensation information is now widely available. Click on the website This site provides free data on jobs, including job description, annual salary by Zip Code, distribution by quartiles of salary amounts, info on benefits, etc. The basic information that an organization would get if it bought a salary survey from a consultant or conducted its own salary survey can be found here.

This site provides pay data on hundreds of jobs in cities all over the U.S. in many different industries. Identify several jobs (at least three) of interest to you, such as accountant, financial analyst, product manager, stockbroker, or manager compensation manager. Select specific cities or use the national average. Obtain the median, the 25th and 75th percentile base wage, and the total cash compensation rates for each job.

Respond to the following questions.

1. Which jobs are paid more or less? Is this what you would have expected? Why or why not? What factors could explain the differences in the salaries?

2. Do the jobs have different bonuses as a percentage of their base salaries? Why or why not? What could explain these differences?

3. Do the data include the value of the stock options? What are the implications of this?

4. Read the job descriptions. Are they accurate descriptions for jobs that you would be applying for? Why or why not? Are there jobs for which you cannot find an appropriate match? Why do you think this is the case?

5. Check out pay levels for these types of jobs in your school’s career office or other local or regional source. How does the pay for jobs advertised in your career office or other local or regional source differ from pay levels on Why do you think these differences exist?

6. How do you use this information while negotiating your salary in your job after graduation or when you apply for a different job? What data would you provide to support your “asking price”? What factors will influence whether or not you get what you ask for?

7. What is the relevant labor market for these jobs? How big are the differences between salaries in different locations?

8. For each job, compare the median salary to the low and high averages. How much variation exists? What factors might explain this variation in pay rates for the same job?

9. Look for a description of how these salary data are developed. Do you think it provides enough information? Why or why not? Discuss some of the factors that might impair the accuracy of these data. What are the implications of using inaccurate salary data for individuals or companies?

10. With this information available for free, why would you bother with consultants’ surveys?

11. If you were a manager, how would you justify paying one of your employees either higher or lower than the results shown on this website?

12. In your conclusion, highlight one thing you learned that would help you in the future.

You paper should respond with one or two paragraphs for each question, and one brief paragraph each for an introduction and conclusion. You will need follow APA style and format and have a title page, centered headings for each major part of the paper or question answered, page numbering and page headers, and a reference page.

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HRM 598 Team Project Designing a Compensation Plan | DeVry Online Help

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The learning objective of the project is to give you the practical experience of designing a compensation structure for an organization, beginning with the actual creation of a business, staffing it, implementing the pay plan, and assessing performance. You will also gain experience in utilizing a project team.

Team Project Tour


ÂTeam Project Tour

The tour is a quick and effective way to get an overview of the content and requirements of the required team project for the course.

Estimated Duration: Eight minutes



The project is designed in four phases:

Phase I: Establish a businessPhase II: Write job descriptions, create an organizational chart, and rank the jobsPhase III:Â Collect market dataPhase IV: Focus on benefits and the compensation budget

You will work on the project in 4–5 person teams. You will sequentially work on the phases of the project, which when combined will result in the team paper. The following sections will provide details on each of the phases and what should be included in them.

Phase I: Develop a theme for an organization – ungraded draft due Week 2

What is the business (technical, professional, service, etc.)? Create your business and give it a name.Start developing a description of the organization (goals, strategy, culture, values, location, environment, product/service).Establish a staffing plan. Determine the positions needed. There is to be a minimum of 35 employees in the organization.Think about the total compensation needs.Develop an HR mission statement and objectives. This should express the company’s attitude toward hiring and retaining employees.Scope of the positionIdentify the job dutiesDefine the qualifications (education requirements, experience, skills, and other criteria).Define the ADA requirements. Each job description should have ADA requirements defined per position. This should include the physical, mental, and environmental conditions per position.

Show placement of staff/departments in the organization chart. Create a basic Point Method system. Rank these jobs within the organization. Explain the methodology for your team project.

Phase III: Market Data and Merit Program – ungraded draft due Week 6

Market DataWhat is the competition?What are the local demographics for the immediate area?What is the Job Market like for the kinds of skills you will need? How hard or easy will it be to recruit and retain employees?Find market data on your positions online to assist you in determining a pay grade structure.Explain how you set up your pay grades.Assign pay grades to each position.Determine which type of performance evaluation you will use for each category of employees.Design and include the performance appraisal forms that will support your system.

Develop a merit pay grid that supports your performance appraisal process. Explain the linkage from your performance appraisal to your merit system.

Phase IV: Benefits and the compensation budget – graded final team project due

What benefits will be offered with the company plan?Develop a budget and projection for total compensation for five years. Project the costs for each program included in your plan for all phases in the project.Consider your percentage of sales for the organization in year one through year five. You are not required to project the company sales volume. Will the company be able to maintain the sales increases to support your proposed pay increases annually?Timeline

There is a definite timeline for when phases of the team paper are submitted. Phase I is submitted by posting a draft document in your team discussion area at the end of Week 2. One document is submitted for the entire team.

Phase II is posting a draft document in your team discussion area at the end of Week 4.

Phase III is also posting a draft document in your team discussion area at the end of Week 6.

Phase IV is the final version of the team paper. All four phases should be organized and forwarded to the instructor via the Dropbox by the team leader in one MS Word document by the end of Week 7.

Your instructor will provide feedback on your draft work at the end of Phases I, II, and III. This will help you stay on track for the final project. Feedback will not be provided on your Phase IV draft.

Your team will get the feedback on the draft submissions of Phase I, Phase II, and Phase III, usually within 48 hours from the instructor. The main purpose of the draft submissions is so that the instructor can see that you are keeping on track with the project. The feedback, which will be brief, should help you stay on track for the final project. These three submissions are considered rough draft documents that are evolving and may be revised.


Your instructor will be assigning you to a team by Thursday of Week 1 and will be posting or e-mailing that information to you. You will be able to see your group thread set up in the “Teams” tab at the left-hand side of your screen below Week 8. By setting up your Discussion area in a separate location apart from the rest of the course, I can allow you access for the duration of the term, which makes it a lot easier to check back on directions, etc. You will be able to talk to your teammates in this thread, and others will not be able to see your discussions (except me).

During the first week, after you have been assigned to a team, you will select a team leader and e-mail that person’s name to the instructor. This individual will take a particular interest in making sure that everyone gets an assignment and that all information is gathered and shared with the group on an ongoing basis.

In addition, the team leader will submit a Word document to the instructor by posting it as an attachment to a message in the team thread with a subject line that identifies the team and phase such as “Team A Submission of Phase I” or “Team B Submission of Phase III.” These will be posted at the end of Week 2, Week 4, and Week 6, respectively, for the various phases, so that the instructor can see that you are keeping on track with the project.

All team members are expected to fully participate in their team (such as regularly posting/communicating, setting expectations, communicating with the quality and quantity necessary, clarifying, sharing drafts, challenging other members’ thinking, reflecting on group processes, and making/supporting decisions), contribute substantially (such as researching, drafting findings, writing sections of paper/project, reviewing others’ work, refining written work, taking the lead, proofing papers, and posting/submitting final work), and all members are responsible for clarifying expectations and regularly communicating with each other. Please make sure that you complete your drafts early enough in the process and allow sufficient time to revise and proof your papers. Remember that when you accept responsibility to lead an effort or a produce part of the project, the expectation is that you will fulfill that responsibility.

Submission of Final Team Paper and Rubric

Final Paper

In order to be considered complete, papers must utilize APA style and format and include the following: a title page, table of contents, executive summary (one page max), centered headings for each section, conclusion, reference section, and, if necessary, appropriate appendices. Please cite your sources where appropriate. The expectation is a minimum of five external reference citations for the project. These should be properly cited utilizing the APA in-text and reference page formats.

At the end of Week 7, the entire project should be organized and forwarded to the instructor via the Dropbox by the team leader in one MS Word document by the end of Week 7. In fairness to all students, late projects will receive a deduction of 5% per day through Tuesday of Week 8. No projects will be accepted after Tuesday unless prior arrangements are made with the instructor.

Final Team Project Papers, incorporating a final version of all four phases, will be graded based upon the team’s effort. The instructor reserves the right to assign individual grades based upon discretion. The instructor may utilize the Team Discussion Area as a way to determine participation and contribution to a project. It is highly recommended that all project communications be documented there. The team project will be graded based upon the criteria established in the Team Paper Grading Rubricbelow. All DeVry University policies are in effect, including the plagiarism policy.

For instructions on how to use the Dropbox, read theseStep-by-Step Instructions or watch thisDropbox Tutorial.

Team Paper Grading Rubric

CategoryPoints% RoundedDescriptionExecutive Summary52Executive summary included; one page maximum.Phase I – Develop A Theme for An Organization209Business named and adequately described

Staffing Plan includes relevant positions for the business and a minimum of 35 employees

Total compensation needs of the business are described as it relates to the theme of the organization rather than specific programs

HR Mission aligns with the business

Phase II – Write Job Descriptions and Establish a Point Factor Evaluation System7032Standardized format for each job description with summary, outline of duties, KSAs and qualifications, and ADA requirements.

An organization chart shows the organization from a top down perspective in the appropriate format

Appropriate factors are determined for the Point Factor Evaluation System

Point factor system establishes definitions for each level

Point factor system evaluates each job against the factors

Job are aligned against the evaluation of the results and appropriate alignment exists

Phase III – Market Data and Merit Program6027Local competition for employees is described based upon valid data, including census

Demographics and skills in the market are described Valid market data is found for positions and information is explained on how data was sourced

A salary structure and appropriate pay grades are established for each position based upon market data

An explanation is provided for the establishment of the pay structure and how it supports the needs of the organization

Performance appraisal(s) are developed that support each employee group

Performance appraisal form can appropriately evaluate employee group

Merit pay grid links and supports the performance appraisal system

Phase IV – Benefits and the Compensation Budget209Describe the benefits that will be offered. This should include details on the plan.

Compensation budget accurately includes all items in the Compensation Project

Formatting and Style4521Submitted in one MS Word document without spelling or grammatical errors.

APA format & style with title page, reference page, centered headings for major parts of the paper, page numbering in upper right corner, exec summary, table of contents, etc.

Minimum of 5 external professional or academic quality sources with appropriately in-text citations and references in APA format.

Total 220100A quality paper will meet or exceed all of the above requirements.


Peer Review Evaluation Sheet

Each student should also complete a Peer Review Evaluation Sheetand submit it to the “Week 7: Peer Review Evaluation” Dropbox individually. The Peer Review Evaluation Sheet allows you to rate how effectively each member of the team, including yourself, contributed to the project assigned in this course. If a Peer Review Evaluation Sheet is not completed and submitted to the Dropbox, the student will lose 30 points. Peer Review Evaluation Sheets are not accepted late.

For instructions on how to use the Dropbox, read theseStep-by-Step Instructions or watch thisDropbox Tutorial.

Relationship to Case Study Materials

Some of the tools and approaches found in the Recovered Hardwood Products and Services case study used in this course will be of particular assistance to you in your team projects. See the examples in the lectures in Week 3 and Week 4. If you work on both the case study and the team project in a parallel fashion, it will be easier to complete your deliverables on time.


You need to get started on this project ASAP, as it is quite a bit of work to complete in a short amount of time, and it will be imperative that you keep up. Do not wait until we have covered all the material to get started!

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HRM 598 All 7 Weeks Discussions | DeVry Online Help

HRM 598 All 7 Weeks Discussions | DeVry Online Help | HRM 594 Full Course - |

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W1 DQ1 – Compensation Definitions and Systems

W1 DQ2 – Compensation Strategies and Organizations

W2 DQ1 – Job Analysis

W2 DQ2 – Internal Consistency

W3 DQ1 – Employee Involvement in Job Evaluation

W3 DQ2 – Job Evaluation System

W4 DQ1 – Using Market Surveys

W4 DQ2 – Salary Ranges and Pay Bands

W5 DQ1 – Pay-for-Performance Approaches

W5 DQ2 – Rating Performance Effectively

W6 DQ1 – Executive and Other Special Group Pay

W6 DQ2 – Managing Compensation Programs

W7 DQ1 – HR’s Legal and Regulatory Environment

W7 DQ2 – Union Involvement in Comp Practices

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HRM 594 Tanglewood Case – Assignment #1 (Case 1)

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The goal of Part 1 is to help you learn more about the basic environmental concerns the Tanglewood Department Store chain is facing. This information will help you to understand how competition, strategy, and culture jointly form the effective development of a selection plan.

Assignment Specifics

In this assignment you will be concentrating on staffing quantity and staffing quality strategies for Tanglewood. To begin the assignment, refer to Exhibit 1.7 in the textbook. You will see that the Exhibit indicates a series of strategic staffing decisions: nine pertaining to staffing levels and four pertaining to staffing quality. Donald Penchiala, the Director of Staffing Services, is interested in your opinions about each of these decisions as each pertains to Tanglewood.

Review the textbook material that discusses these thirteen decisions, and the material you have read about Tanglewood. Then consider each of the decisions and indicate which way you think Tanglewood should position itself along the continuum and why. For example, the first decision is to develop or acquire talent. Indicate whether you think it is best for Tanglewood to focus more on acquiring talent internally or externally, and explain why. Repeat this process for each of the 13 staffing level and staffing quality dimensions.


100 points possible

Case Description/Introduction (5 points) Identification of business strategy/goals (20 points) Discussion of 13 Strategic Staffing Decisions (65 points, 5 points each) Conclusion/Summary (5 points) Format/Paper Quality (5 points)

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HRM 594 Course Project Staffing Strategy | DeVry Online Help

HRM 594 Course Project Staffing Strategy | DeVry Online Help | HRM 594 Full Course - |

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For the Course Project, each student is to prepare a course paper, approximately 12–15 pages in length (excluding appendices), on a topic related to the theme of Strategic Staffing. Within this broad theme, the course paper is intended to be an opportunity to explore, in some depth, a topic related to the course that is of specific significance to you.

Sample Topics

A list of example topics for course papers is provided below to provide some ideas. However, these are examples only. Please feel free to consider other staffing-related topics that are of interest to you.

Alignment of staffing strategy with organizational strategy. Internet staffing methods compared to traditional staffing methods: time, cost, quality, and retention. Effects of utilizing realistic job reviews on employee selection, performance, and retention. Current developments in job analysis. Breaking the glass ceiling: Sociological, legal, and organizational issues. Current issues: Managing the flexible workforce. Current developments in selection testing and validation. Defining the new careers of the 21st century and implications for staffing strategies. Requirements and implementation strategies for a staffing management information system. Developing innovative mobility paths for career development: Parallel tracks and lattice tracks.


Week 3 – Submit to your Dropbox a short (no more than one page) paper describing your selected topic.

Week 7 – Course Project due to your Dropbox.

Submit your assignment to the Dropbox located on the silver tab at the top of this page. For instructions on how to use the Dropbox, read theseStep-by-Step Instructions or watch thisDropbox Tutorial.

See Syllabus/”Due Dates for Assignments & Exams” for due date information.

Required Components

Your paper must include, and will be graded on the following components:



240 Total


Title Page


Include the title of your course paper, your name, email address, school name, instructor’s name, date of submittal, and class (HRM594).



Describe the strategic staffing topic that you have selected and identify why it is significant. Present any background or facts that will enable the reader to clearly understand the issues.



Identify and clearly state the issues or problems. Remember, that what appears to be the strategic staffing problem may actually be just a symptom of a bigger problem—dig deep to be sure you’ve identified the real problem(s). If there appears to be more than one problem/issue, decide if they are separate or related issues. Keep the problem statement short and concise. Specify whose point of view you are taking to identify the problem.

Topical Area


Connect the problem to a specific topical area of work in Strategic Staffing. Name the topical area (e.g., high rate of voluntary turnover of valuable employees). Then write your synthesis of at least four scholarly or professional studies or articles that seem relevant to your inquiry.



Provide an identification and description of the causes of the problem/issue. Be sure the causes you identify relate directly to the problem/issue. A critical element of the strength of this section is to apply concepts and models from our text, from class discussions, and from your literature review. Discuss the concepts, ideas, or insights that are most valuable in helping you make sense of the causes of the staffing problem. Support your analysis with reference to appropriate research.



Suggest consequences to the organization in the next year, two years, or more if nothing is done differently and no actions are taken to address the causes of this problem.

Recommend a more desirable state of affairs (behaviors); compare this state to what happens if no changes are made; and propose at least two action steps that will leverage the organization toward the more desirable state. Describe exactly whatshould be done and how it should be done, including by whom, with whom, and in whatsequence.



Think about this assignment and write a well-thought-out reflective statement about how this assignment influenced your personal, academic, and professional leadership and managerial development.



You must use no less than eight resources outside your textbook. Cite all sources.

All references must be cited in two places: within the body of your paper and on a separate reference list. Choose references judiciously and cite them accurately. Refer to The Business Student Writer’s Manual to understand how to cite sources appropriately.

Citing an author’s work within your text documents and your research identifies the source for readers, and enables readers to locate the source of information in the alphabetical reference list at the end of the paper. To use the ideas or words of another person without crediting the source is plagiarism. Plagiarism in its purest form involves copying passages either verbatim or nearly verbatim, with no direct acknowledgment of the source. The most common (and unconscious) form of plagiarism is to paraphrase a direct quotation. Paraphrasing does not relieve you of the obligation to provide proper identification of source data. The best way to avoid plagiarism is to make sure all quotes, ideas, or conclusions not your own are given proper acknowledgment in your text.

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HRM 598 Week 3 Case study Job Evaluation at Whole Foods

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Read “Job Evaluation at Whole Foods” Case Study (text pp. 153–157). The Whole Foods Market has completed a job analysis and written job descriptions for Jobs A thorough Job I. Respond to the following:

Evaluation of Jobs and Job structure

Evaluate the jobs listed in the case study and prepare a job structure based upon its evaluation. Assign titles to jobs, and show your structure by title and job letter.

Process, Techniques, and Factors

Describe the process you went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated.

Evaluation of Job Descriptions

Evaluate the job descriptions. What parts of them were most useful? How could they be improved?

You will need to follow APA style and format and have a title page, brief introduction and conclusion, centered headings for major parts, page numbering and page headers, and a reference page. The case study should be approximately 4–6 pages in length. The assignment will be reviewed using the following criteria:

Written Case Study: Prepare a Job Structure rubric.

Written Case Study: Prepare a Job Structure RubricPossible PointsEarned PointsCommentsEvaluation of Jobs and Job structureAssigned titles to jobsShowed structure by title and job letter30Process, Techniques, and FactorsDescribed the process went through to arrive at that job structureDescribed the job evaluation techniques and compensable factors usedStated reasons for selecting them27Evaluation of Job DescriptionsEvaluated the job descriptionsIndicated parts of them were most usefulIndicated how could they be improved27Used APA style and format for citations and reference section, had appropriate title page, headings, etc. Grammar and spelling ok.16100Comments:

Submit your assignment to the Dropbox located on the silver tab at the top of this page. For instructions on how to use theDropbox, read theseStep-by-Step Instructions or watch thisDropbox Tutorial.

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HRM 598 Entire Course Compensation + Final Exam | DeVry Online Help

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Week 3 Case Study – Job Evaluation at Whole Foods

Week 4 Case Study – Getting and using Compensation Information

Course Project – Weeks 2, 4, 6 and 7

Week 8 Final Exam

All 7 Weeks Discussion

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HRM 594 Tanglewood Case – Assignment #2 (Case 3)

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Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees. Before making any new recruiting effort, an organization needs to carefully consider the methods available and balance out the costs of each method with the organization’s needs.

Part 3 provides an opportunity to see how staffing managers develop plans for recruiting efforts. You will develop a recruiting strategy and a recruiting guide for the store associate job. The case also demonstrates how you can use organizational data to determine what the best methods for recruiting are. Finally, you will have an opportunity to develop various forms of recruiting messages that will encourage individuals to apply for jobs as sales associates at Tanglewood.

Assignment Specifics

Analyze the information from the recruiting data and prepare a report showing the results of the analysis for your director.

Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? For each division use the data tables provided in Appendix B to estimate how each method fares in terms of yields and costs. Provide a one-page summary of the essential results of the various data tables you have been provided. Northern Oregon has suggested that the other divisions of the company use a policy of using kiosks and staffing agencies rather than using the more “touchy-feely” method of relying on referrals. Does this division have a point? What would the effect of other regions increasing their use of external hiring be? Tanglewood’s top management is highly committed to improving customer service quality, and proposes that simply finding the cheapest way to hire is not sufficient. Besides costs and retention, what other measures of employee performance would be good “bottom line” metrics for the quality of a recruiting method? How might the managerial focus groups’ concerns fit with these alternative considerations? The question of realism in the recruitment policy has been raised in focus groups. Write one paragraph proposals for targeted, realistic, and branded recruiting messages for Tanglewood’s customer store associate positions. What are the traditional arguments for and against using realistic recruiting policies?


100 points possible

Case Description/Introduction (5 points) Development of a Recruitment Guide (15 points) Describe the best “targets” for their recruiting efforts by considering the job and organizational context (15 points) Estimate how each method fares in terms of yields and costs (15 points) Northern Oregon’s suggestion for other divisions (15 points) Other measures of employee performance that might be good “bottom line” metrics for the quality of a recruiting method and how the managerial focus groups’ concerns might fit with these alternative considerations (15 points) One paragraph proposals for targeted, realistic, and branded recruiting messages for Tanglewood’s customer store associate positions (15 points)

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HRM 594 Entire Course Strategic Staffing + Final Exam

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HRM-594 Strategic Staffing – Complete Course – Devry HRM594

HRM-594, A+ Tutorials

Week 2: Tanglewood Paper Case 1

Week 4: Tanglewood Paper Case 3

Week 7 Course Project

Week 8 Final

All 7 Weeks Discussions

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HRM 594 All 7 Weeks Discussions | DeVry Online Help

HRM 594 All 7 Weeks Discussions | DeVry Online Help | HRM 594 Full Course - |

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w1 dq1 – Staffing Models and Strategy

w1 dq2 – Staffing Legislation

w2 dq1 – HR Planning

w2 dq2 – Job Descriptions and Job Analysis

w3 dq1 – Internal Recruitment

w3 dq2 – External Recruitment

w4 dq1 – Measurement

w4 dq2 – External Selection

w5 dq1 – Internal & External Selection

w5 dq2 – Tanglewood Case Case 4

w6 dq1 – Decision Making & the Final Match

w6 dq2 – Tanglewood Case Cases 5 & 6

w7 dq1 – Staffing System Management

w7 dq2 – Retention Strategies

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