(1) Composition and Benefits. 5-7 slides with speaker notes of 200-250 words per slide (excluding title and reference
Determining the value of work is critical to setting pay rates. After the job analysis and writing the job description, the human resources compensation specialist determines the process to apply to perform the job evaluation and compensation.
Develop a presentation that addresses the following for setting a final pay range for a position:
Explain the factors used in job pricing.
What are compensable factors, and how are they applied in determining pay ranges?
Discuss the point and job content methods, and give an example of how each is applied in determining compensation.
What would you recommend an organization use to define compensation for a customer service representative?
(2) Composition and Benefits Additional Incentive Programs
There are many types of monetary compensation not tied directly to salary or hourly pay.
Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas:
Explain the difference between regular pay (for normal work hours and duties) and other forms of direct compensation, such as bonuses.
How would you recommend that an organization blend the types of pay to maximize employee motivation?
(3) Compensation and Benefits 750 words A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals.
Prepare a report to senior leaders addressing the following:
Explain the concept of tying performance to organizational goals.
Describe the different types of individual and group-level performance measurements.
What are the advantages and disadvantages of individual versus group-level performance recognition?
The post Concept of tying performance to organizational goals. first appeared on COMPLIANT PAPERS.
