COMPLETE COURSE HRM598 COMPLETE COURSE
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Friday, 6 November 2015

COMPLETE COURSE HRM598 COMPLETE COURSE

HRM598COMPLETE COURSE HRM598 COMPLETE COURSE

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HRM598 Week 3 Case study Job Evaluation at Whole Foods

Written Case Study: Prepare a Job Structure
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 Rubric
Possible Points
Earned Points
Comments
·         Evaluation of Jobs and Job structure
·         Assigned titles to jobs
·         Showed structure by title and job letter
30
·         Process, Techniques, and Factors
·         Described the process went through to arrive at that job structure
·         Described the job evaluation techniques and compensable factors used
·         Stated reasons for selecting them
27
·         Evaluation of Job Descriptions
·         Evaluated the job descriptions
·         Indicated parts of them were most useful
·         Indicated how could they be improved
27
·         Used APA style and format for citations and reference section, had appropriate title page, headings, etc. Grammar and spelling ok.
16
100
Comments:
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.

HRM598 Week 4 Case Study Getting and Using Compensation Information

Written Case Study: Getting and Using Compensation Information
Compensation information is now widely available. Click on the website www.salary.com. 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 www.salary.com? 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.

HRM598 Team Project Designing a Compensation Plan

Objective
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
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Team 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
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Phases
The project is designed in four phases:
·         Phase I: Establish a business
·         Phase II: Write job descriptions, create an organizational chart, and rank the jobs
·         Phase III:Â Collect market data
·         Phase 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 phasesand 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 position
·         Identify the job duties
·         Define 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 Data
·         What 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.
Teams
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
Category
Points
% Rounded
Description
Executive Summary
5
2
Executive summary included; one page maximum.
Phase I – Develop A Theme for An Organization
20
9
Business 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 System
70
32
Standardized 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 Program
60
27
Local 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 Budget
20
9
Describe 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 Style
45
21
Submitted 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
 220
100
A quality paper will meet or exceed all of the above requirements.
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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.
Conclusion
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!

HRM598 Compensation All 7 Weeks Discussions

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

HRM598 Week 8 Final Exam

1. (TCO A) The new CEO of your company, who just came from a competitor, has just asked you to discuss the organization’s compensation system. As the compensation manager, you tell him about the organization’s nearly 500 employees in about 70 different job titles who are located in three locations in L.A. He asks you to describe the strategy used to guide compensation system decisions. You explain that ordinarily, pay models are guided by several strategic policies. Describe what goals a compensation system should have and how four strategic pay policies apply to the organization. (Points : 30)
2. (TCO B) The VP for HR met with you, the compensation manager, to go over the new strategies for attracting new employees for the offshore oil recovery division. The division works with oil production companies to help prevent oil spills and recover oil where leakages have occurred. The division employs many engineers and scientists with expertise in hydraulics, oil production, chemistry, etc. Employee assignments are often for three to six months in different countries around the world. The VP for HR indicates that you should use a job-based point method.

In creatinga job-based point evaluation plan for the organization, identify and discuss four compensable factors that you would incorporate in the job-based point evaluation plan. Please describe a job-based point evaluation plan. In addition, define each factor, justify why you selected it, and provide the weights or scales that you would assign to it. (Points : 30)
3. (TCO B) You are the Compensation Director for Forever-Green Plywood, Inc. The company buys timber, manufactures plywood sheets, and sells on the international market. The organization's three major units are timber purchasing (with five employees), manufacturing plant (with 120 employees), and sales and management (with 12 employees).

You need to develop a job evaluation plan for the organization. Describe the difference between person-based plans and job-based plans. Explain which one you would use. What factors would you consider? What is one advantage and disadvantage of each? (Points : 30)
4. (TCO C) A high-tech start-up company has retained your services to assist them in determining a competitive market pay policy for the company to use as they staff up. In order to help them, what information would you need about the company? Describe four competitive market pay policies, and give an example of when an organization might want to use each policy. (Points : 30)
5. (TCO D) You are a consultant who specializes in compensation. You are working with Midwest Highway, Ltd., a road construction company housing five plants that produce materials for road building. The CEO of the company wants to know what type of performance measurement tool should be used in its production facilities in the future. The main production job in the five plants (about 85 out of the total of 125) involves operation of machines that mix and form the surfacing materials. The production lines are well established and product lines are consistent. The job appears to you to be a low-level one with prescribed routines.

The CEO asks you the following question: Should we consider a straight ranking approach, a rating system like a behavioral anchored rating scale (BARS), a management by objectives (MBO) format, or a 360-degree multi-rater approach? Describe the four types of performance assessment approaches. Recommend one and justify why you have chosen it.(Points : 30)
HR598 Final Exam Page 2
1. (TCO D) As the Compensation Manager of a large accounting firm, you have reviewed the results of the last performance appraisal cycle. It appears that supervisors and managers may be having difficulty in doing the appraisals. You are concerned about validity and reliability of the process.

In preparation for a training program for supervisors and managers, identify at least three common errors in the performance appraisal process and describe them. In addition, describe steps to minimize these errors. (Points : 30)
2. (TCO F) You are a Compensation Consultant working with a Top 100 bank on the East Coast of the U.S. The Board of Directors of the bank is in the process of hiring a new CEO. They indicate that they are concerned about public perception. You are invited to a Compensation Committee meeting to recommend an executive compensation strategy.

Describe the components of an executive compensation plan and explain how these components can help support the organizational strategy. (Points : 30)
3. (TCO G). The management team of the Fossety Iron Works has raised questions about compensation policies and procedures. They do not seem to understand the basic laws and regulations that affect compensation. The chairperson of the team has asked you, as Compensation Manager, to explain the most important laws to them. You selected Fair Labor Standards Act (FLSA) to start with because it is probably the most comprehensive and far-reaching legislation that affects compensation.

Describe the four key requirements and why they are important in compensation. (Points : 30)
4. (TCO E). As a Compensation Consultant, you have been asked by a client organization to brief their management group on incentive plans like gain-sharing and profit-sharing plans.

Briefly describe what gain-sharing and profit-sharing plans involve. What conditions should exist prior to implementation to make it easier to implement? What are the advantages and disadvantages of group incentives like gain-sharing and profit-sharing plans? (Points : 30)

HRM 598 Week 8 Final Exam

1. (TCO A) You are the compensation director for the New York Fruit Pies Company, which has 100 employees and is located in a small city of 50,000 in a rural agricultural part of New York State. You have just joined the company and have identified the need to create a revised compensation system.



You are familiar with the four strategic pay policies that are typically found in pay models. Discuss each of the strategic policies as they would apply to your company. Are there any goals that your compensation system should incorporate? (Points : 30)
1. (TCO B) As the new lead for the compensation services team, you have been given the responsibility for developing a job-based point evaluation plan for the Satellite-to-Home video company. The bulk of the employees are in-home service technicians with technical skills and customer-service expertise. You meet with the compensation services team to discuss the assignment. What are the four compensable factors that you want to include in the plan? What are weights that you would assign to each factor? What is the definition for each of the factors? What is your justification of why you have selected each factor? Explain why you weighted it the way that you did.



Briefly describe a job-based point evaluation plan. Discuss four compensable factors you would include in the job-based point evaluation plan. Be sure to define each factor, justify why you selected it, and provide the weights or scales that you would assign to it. (Points : 30)
TCO B) You are the compensation director for Forever-Green Plywood, Inc. The company buys timber, manufactures plywood sheets, and sells on the international market. The organization's three major units are timber purchasing (with five employees), manufacturing plant (with 120 employees), and sales and management (with 12 employees).



You need to develop a job evaluation plan for the organization. Describe the difference between person-based plans and job-based plans. Explain which one you would use. What factors would you consider? What is one advantage and disadvantage of each? (Points : 30)
. (TCO D) The new HR VP is concerned about the performance appraisal process in the hand-held video game company where you are the compensation manager. You then review the results of the last performance appraisal cycle. It appears that supervisors and managers may be having difficulty in doing the appraisals. You are concerned about validity and reliability of the process.



In preparation for a training program for supervisors and managers, identify at least three common errors in the performance appraisal process and describe them. In addition, describe steps to minimize these errors. (Points : 30)
(TCO H) You are the HR VP for the Carringten Auto Brake Lining Company. A recent economic downturn has seriously affected the auto industry and your company, as well. Your company has merged with two other brake component companies in an effort to gain production efficiencies and lower unit costs. You are the lead HR person for the new entity. Based on your analysis of the three previous executive compensation approaches, you have decided with board approval to redesign the executive compensation for the new combined organization. 
Describe the components of an executive compensation plan. Explain how these components can help support organizational strategies, attract candidates to the executive team vacancies, and retain the other current executives. (Points : 30)
(TCO G) As HR Director, you have arranged a management training program for managers and executives on the Fair Labor Standards Act (FLSA) because it is probably the most comprehensive and far-reaching legislation that affects compensation decisions in the organization.
Describe the four key requirements and why they are important in compensation.
1. (TCO D) As a compensation consultant, your newest client is a Southwest steel fabrication shop that specializes in producing supermarket shopping carts. The company has one production facility that employs 130 people. You learn that 90 of the jobs are for machine operators. The machine operators bend and weld steel rods and wire. The production lines are well established and product lines have a great deal of consistency. The job appears to you to be a low-level one with prescribed tasks and routines. 
Should you recommend a straight ranking approach, a rating system such as a behavioral anchored rating scale (BARS), a management by objectives (MBO) format, or a 360-degree multirater approach? Describe the four types of performance assessment approaches. Recommend one and justify why you have chosen it. (Points : 30)
9. (TCO E) The CEO of your company has just had lunch with several CEOs at an industry leadership group. He meets with you and explains what he heard about incentive plans such as gain-sharing and profit-sharing plans. He thinks you should research them and get back to him with a recommendation. 
Briefly describe what gain-sharing and profit-sharing plans involve. What conditions should exist prior to implementation to make it easier to implement? What are the advantages and disadvantages of group incentives such as gain-sharing and profit-sharing plans? (Points : 30)
1. (TCO C) You are the compensation manager in an established video game company that is having difficulty in hiring staff members in the game development division. Until recently, this division has been able to attract some of the best new graduates of computer science colleges but has seen candidates accept positions with other companies. 
What competitive market pay policy would you recommend for the company to use? In order to make your recommendation, what additional information would you need about the company? Describe four competitive market pay policies, and give an example of when an organization might want to use each policy. (Points : 30)

HRM598 COMPLETE COURSE HRM 598 COMPLETE COURSE

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