Week 3 Team Assignment Essay

Each employee will be paid based on their capabilities rather than on the characteristics of their job. This will provide an incentive for employees to develop their skills and move into other roles.

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

One of the important aspects of business management is having a proper compensation system. Compensation ensures that the staff of the company obtains the results of their efforts. Compensation is a cost to the enterprise and, therefore, a proper remuneration model must demonstrate its ability to produce returns. Also, since compensation is what the employees get in exchange for their services, the type used must be one that will motivate the employees (Belcourt & McBey, 2015). Henderson printing company is a mid-level company. Therefore, it requires a very critical remuneration system that will help it to survive. This memo explores the compensation models that Henderson printing operates as well as suggests the necessary changes.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

As Director of Human Resources for Wilson Bros, the conclusions that I draw with respect to the status of the company’s compensation strategies is that they lack security for their employee’s compensation and lack flexibility to the changing economy, competitive environment, and growing organizational needs.

The reading course material required for this class, and the information reviewed throughout the course are the foundation for the content of this Guide. Each of the five key compensation processes will be reviewed in the context of:

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

Conversely, the labor market of the area has to be considered as well, though the labor market was not mentioned in this case study. Rochester may be an area that only attracts a handful of companies within the area. If this is the case both Parkleigh Pharmacy and Kaufmann can afford to offer compensation plans as they choose to. This is because the level of income is mostly determined by the circumstances of the labor market and the environment of the area and surrounding areas. Furthermore, Parkleigh seems to be paying their employees at a competitive level that will attract well-qualified employees without the need to pay such sale commission. However, employees must feel valued and job satisfaction than what they could gain by seeking other alternative employment methods, or they will move

The text describes United Fleet Service as a company that provides maintenance, mechanical repairs, and body repairs, to organizations that maintain fleets or large vehicles (Martocchio, 2013). Most of their customers are school districts, municipalities, and fire and police vehicles. The company thinks they have the potential to attract new customers such as utility companies and commercial trucking companies (Martocchio, 2013). Because the company is limited to certain organizations I would go with the salary-plus-bonus-plan. This would allow the new representative to receive a salary pay, with bonuses for any achievements or new customers he or she is able to attract. This plan would benefit the new sales representative since the bulk of

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.

The organization for which I am designing the compensation package is a company that offers internet solution to customers in the domestic US market and the global market. The position that I am hiring is that of a company secretary. The secretary will be required to work in the office of the human resource manager and will handle all the papered and paperless documentation. The position comes with numerous benefits and packages as outlined herein.