Assignment 4: Compensation Plan

Select a company for which you would like to work, and devise a compensation plan that takes the following concerns into account. ( Department of Defense)

Write a 4 page paper in which you:

1.Briefly describe your ?dream job? with an organization for which you would like to work.
2. Create a rewards and compensation package for this position that would both attract skilled workers (you) yet control costs.
3. Create a benefits package for this position that is competitive yet advantageous to the company.
4.Assess how negotiating and collective bargaining with this specific position in mind would contribute to the achievement of organizational goals.


Use at least five (5) quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

Using the same company you researched in Assignment 1, evaluate the company?s compensation plan to determine how it could be improved.

Write a six (6) page paper in which you:

... 1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.

2. Determine the most beneficial ratio of internally consistent and market consistent compensations systems for the company you selected.

3. Evaluate the current pay structure used by your company and assess the recognition of employee contributions.

4. Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.

5. Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company?s major competitors.

6. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

? Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Include the Questions above in your paper.

? Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

The specific course learning outcomes associated with this assignment are:
? Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive- based and person-focused compensation approaches.
? Compare and contrast internally consistent and market-competitive compensation systems.
? Evaluate the role of benefits in strategic compensation.
? Use technology and information resources to research issues in compensation management.
? Write clearly and concisely about compensation management using proper writing mechanics.  more

Assignment 2: Compensation Plan Outline

Due Week 8 and worth 300 points
Continue from : Topic: compensation
Order ID: 2124056
Writer?s
Using the same company you res...earched in Assignment 1, evaluate the company?s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
2. Determine the most beneficial ratio of internally consistent and market consistent compensations systems for the company you selected.
3. Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
4. Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
5. Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company?s major competitors.
6. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

The specific course learning outcomes associated with this assignment are:
Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive-based and person-focused compensation approaches.
Compare and contrast internally consistent and market-competitive compensation systems.
Evaluate the role of benefits in strategic compensation.
Use technology and information resources to research issues in compensation management.
Write clearly and concisely about compensation management using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper  more

Because InterClean is embarking on a new strategic direction, upper management has asked you to suggest a new compensation plan specifically for your team. Propose your idea and rationale to human resources department manager for approval.

Use the proposed Compensation plan below to write the paper. There are 4 points that need to be cover in the paper and they are as follows:

-Describe a new compensation plan for your employement team.
-Eplain why your pay system will work.
-Describe 3 components of the a total rewards package that would motivate employees to reach peak performance.
-Describe your compensation plan's benefits to the individual as well as the company.




Proposed New Sales Compensation Plan

InterClean New Sales Compensation Plan



Annual Sales Volume Percentage

$500,000 - $1,000,00 .005% $1,000,000 - $1,500,000 .006%
$1,500,000 - $2,000,000 .007%
$2,000,000 - $2,500,000 .008%
$2,500,000 - $3,000,000 .009%
$3,000,000 - $3,500,000 .010%
$3,500,000 - $4,000,000 .011%
$4,000,000 - $4,500,000 .012%
$4,500,000 - $5,000,000 .013%
$5,000,000 - $5,500,000 .014%
$5,500,000 - $6,000,000 .015%


Sales Goal Incentives Percentage

Meeting sales goal .0025%
Succeeding sales goal .0005%


Top Performers Incentives

Paid vacation anywhere in the USA

Because InterClean is embarking on a new strategic direction, upper management has asked you to suggest a new compensation plan specifically for your team. Propose your ideas and rationale to the human resource department manager for approval.


Write a 700- to 1,050 word proposal that includes the following information:

Proposal clearly and effectively demonstrates the following:
? Describes a new compensation plan for the employment team
? Explains why this pay system will work
? Describes three components of a total rewards package that would motivate employees to reach peak performance
? Describes the compensation plan?s benefits to the individual as well to the company
? Includes comprehensive, accurate, and persuasive content
? Three peer reviewed sources used to validate your perspective

Please Note the last item...must be peer reviewed sources.

Chapter 14 Case Study.

Attach are both chapters 14 & 15 objectives, some content, and summary. Please use only chapter 14 to answer the case study questions on page 446 "Structuring Compensation Plans" please use economic terms.

Thank you!

?REQUESTING WRITER
Assignment 2: Compensation Plan Outline On Merck Inc.

Using the same company (Merck Inc) you researched in Assignment 1, evaluate the company?s compensation ...plan to determine how it could be improved.


Write a six to eight (6-8) page paper in which you:
? Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
?
? Determine the most beneficial ratio of internally consistent and market consistent compensations systems for the company you selected.
? Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
? Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
? Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company?s major competitors.
? Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:
? Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
? Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

The specific course learning outcomes associated with this assignment are:
? Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive-based and person-focused compensation approaches.
? Compare and contrast internally consistent and market-competitive compensation systems.
? Evaluate the role of benefits in strategic compensation.
? Use technology and information resources to research issues in compensation management.
? Write clearly and concisely about compensation management using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.  more

Answer the following questions as you were being tested: No citing.

1. List and explain the compensation and noncompensation dimensions.




2. Explain and compare job-bas...ed, knowledge-based and competency-based pay structures.




3. Identify and describe the continuing influence of government on compensation practices.




4. Describe the Fair Labor Standards Act and its impact on compensation management administration.




5. Define and identify the differences between direct and indirect compensation.




6. Identify and explain short term incentives and long term incentives and the importance of each in a compensation strategy.




7. Explain and describe the importance of the 5 steps (Perform a job analysis, write job descriptions, evaluate jobs, design and perform a pay survey, develop a pay structure.) in how organizations determine the base pay for workers in all types of jobs.



8. Briefly explain the Sarbanes-Oxley Act and its impact on executive compensation management.


9. Describe various kinds of pay-for-performance programs and the situations in which such programs may be preferable.



10. Compare strengths, weaknesses, and opportunities for various kinds of performance appraisal programs.




11. Please explain how to recognize differences in compensation opportunities for employees in different jobs and at different levels in the organization.



12. Describe the impact of legislation on the field of compensation management.




13. Identify the impact of incentives such as bonuses to a compensation program.




14. Explain how the global market affects US-based companies' compensation.



15. Describe salary/market surveys.



1. (11 points) Why is it necessary for an organization to appraise performance formally?

2. (11 points) Identify and describe the different reasons for implementing a short-term bonus.


3. (12 points) Define the differences between skill, knowledge and competencies.


4. (10 points) Describe the difference between trait-oriented and results oriented performance appraisal instruments.


5. (10 points) What are the principal differences between defined benefits plans and defined contribution plans?


6. (10 points) What is reverse discrimination and how does it influence the design of an executive compensation plan?


7. (11 points) Describe opportunities available for an organization to relate pay to job worth, seniority, merit, cost of living adjustments and geographic differentials.  more

Hypothetically, as a HR compensation professional faced with working for a large company (greater than 500 employees) or a small company (less than 100 employees). The nature of the business is your ...choice. You're tasked with making changes to your company's total compensation plan based on changes to your company's strategic plan. The strategic plan includes having its workforce reflect the diversity of the community in which it is located. Current census data reveals a significant shift in ehtnic, gender and age of available employees. The strategic plan also includes a 50% increase in the use of the automation and high tech systems that would reduce the work force by 25% over the next 5 years. Discuss your plan (decision-making process, objectives, procedures and considerations) to accomplish the task. You should include at least 10 compensation concepts cover in the text (Compensation-8th Edition, Milkovich & Newman). Concept examples include but are not limited to strategic plan, pay model, job analysis, job evaluation, benefit planning, performance appraisals, surveys, compliance, incentive plans, external and internal alignment. You may choose the type of business. You may focus on the task as a whole (as if you are the HR director) or expand on a specific element of the pay model (policy, techniques, or objectives) as if you are a HR professional (job analyst, benefits manager, training manager, or recruiter) who inputs to the overall plan.  more

Course: Compensation Management in a Knowledge-Base World

Topic: The major components of an executive compensation plan (reverse discrimination).

Essay Question:
Describe the major components of an executive compensation plan, and discuss the effect reverse discrimination has had on the design of these executive compensation plans. In what way has legislation affected these plans? Use specific examples to support your answer.

Essay needs to at least 350 words in length in an APA format.

There must be at least one in-text citation in the essay.

2 references; the textbook is one reference.

Book Reference
Henderson, R. I. (2006). Compensation management in a knowledge-based world (10th ed.). Upper Saddle River, NJ: Prentice Hall.

Chapter 15, and 16

This project is an opportunity for you to gain experience and insight into developing a compensation plan. This is not a comprehensive consulting project; you are not being asked to offer your ...services to a company. Instead, this project is a smaller version (a microcosm) of what you might do on a larger scale within a company. Therefore, choose a situation that is convenient for you. In the interest of time and to maximize your learning from this project, consider selecting a job and organization type that is relatively common (e.g., registered nurse/hospital), rather than one specific to only a few specialized organizations (e.g., astronaut/NASA). If you use the job/company of one of your group members, which is the most convenient, make sure that you have permission to interview/question other employees, use company documentation, etc....

Following are the primary components that are needed in your project. Please ensure that your project is typewritten, double-spaced, and edited for typographical/grammar/spelling errors (errors will result in a reduction of points for the assignment). There is no set page limit. Picture yourself in the real world being tasked with creating a new compensation structure for your employer; your boss isn't going to ask you for a 20-page paper. What will be expected is a pay structure with all the supporting information that went into developing it. With that stated, higher quality projects involve more background research, data collection, and analysis, so they do tend to be longer than projects of lesser quality.

Part I: Introduction (10 points)

The introduction of your compensation project should include relevant background on the organization, including the companys mission, vision; this would include what the organization does, company history, etc... You may want to comment on such aspects as the competitiveness of the industry, etc... Depending on the jobs you choose and the organizational structure, you may also need to discuss the division, business unit, department, HR department, or other entities in terms of strategy and objectives.

If available, provide background on the companys current compensation system, such as the availability of bonuses, use of merit pay, etc... Rather than discuss these in detail, I am looking for you to summarize the companys stance on compensation, much as a brief bio on a company would read. It may help you to think in terms of presenting the material to a viable candidate for employment.

In your introduction you need to provide a brief summary of your target job and two anchor jobs; the nature of the jobs and how they relate to one another. Provide an explanation as to why you chose these jobs and factors went into deciding which job would be the target job. It's likely that one of your group members holds or has held one of the three jobs; it's okay for this to be the reason you chose the jobs you did.

Deliverables

? Two to four pages of type written information should address the aforementioned. You are free to include references to websites, copies of tables/charts, etc... from websites, scanned brochures, etc... that relate to the aforementioned.




Part II: Job Analysis (30 points) and Resulting Job Description & Specification (5 points)

Most of your job analysis will take the form of completed questionnaires, interviews, information from websites, etc... However, in the body of your paper, I would like for you to outline the procedure of your job analysis (what you did for each step below), as well as a summary of findings. I will want to know exactly what you did, when you did it, what you learned, and anything else you want to tell me about the job analysis.

To perform the job analysis, you will need to:

1. You will conduct job analysis on your target job. In the "real world" you would conduct job analysis on your anchor jobs as well, but for a number of reasons you will only conduct job analysis on one of your three jobs - we will refer to this as your target job.
2. Review the relevant literature available on the job. It may be useful to start with the resources provided by the US Department of Labor ??" especially O*Net (http://online.onetcenter.org/). Be sure to try and to locate some in-house data (e.g., organizational charts, existing job descriptions, job specifications), as well as external information (e.g. job descriptions from similar organizations). What you are trying to do in this step is to familiarize yourself with the position beyond what you may already know what about it. So, in your paper, you will tell me what information you decided to collect, why and how you got it. The information itself, i.e. links to O*NET site or copy/paste of O*NET information.
3. Now identify and select two (2) different methods for collecting job content data and other related facts. You may use any job analysis methods that you want, but consider your job when determining which methods will be "best" for your target job. You can interview, have questionnaires completed, watch people work, or any combination of these or others. In your paper tell me why you chose these methods over others. Include copies of the instruments; that is include a copy of the completed questionnaire, list of interview questions and responses from interviewee, notes from job observation, etc... (step 4 below discusses the actual completion/process of job analysis). Remember to choose methods that will help you best collect the primary data that your secondary data search did not find; meaning that your methods should complement one another - one method may yield information that the other didn't.
4. Select the subject matter experts (SMEs) for the job analysis. They can be job incumbents (people who hold the job), the supervisors of the job, or others who are very familiar with the job. Be sure to use at least two (2) SMEs, even if they are in the same position (e.g., 2 job incumbents, 2 supervisors, 1 of each). You will need to tell me why you selected the SMEs that you did, along with a description of characteristics that may impact your results (e.g., tenure with the company, length of time on that job, performance level) or the generalizability of your results (e.g., sample size in relation to the number of incumbents, geographical limitations, etc...). Please note that, in reality, more SMEs would be used; however, given the need to complete this project in a quarter, and given the disruption to SMEs that a job analysis sometimes creates, we are severely limiting the amount of information collected at this stage. (Note: You dont have to administer both of your job analysis methods to all your SMEs. Say youve chosen an interview and observation; you can interview one SME and observe another.)
Recap: Gather job analysis information from O*NET, currently used job descriptions, etc... Discuss the process of gathering this information and include printouts, etc.... Use two job analysis methods and use two SMEs. In the paper tell me the steps you took to accomplish the analysis. Include transcripts of the interviews, copies of the completed questionnaires and subsequent data analysis, notes from observations made, etc. Keep in mind that the integrity of the job analysis often is called into question when a compensation system is challenged. You dont want to cut corners in this section.





Deliverables

? Narrative addressing:
1. What job analysis methods you used and why.
2. What SMEs you choose and why? The titles of your SMEs and their connection to the target job.
3. A description of the characteristics that may impact your results (e.g., tenure with the company, length of time on that job, performance level) or the generalizability of your results (e.g., sample size in relation to the number of incumbents, geographical limitations, etc...).
4. How you constructed your job analysis instruments.
? O*NET print outs
? In-house and external information if available
? Completed job analysis instruments

Next you need to organize the information ollected in the job analysis into a coherent job description/job specification. To complete it, follow the steps outlined below.

1. Review the data you collected in the job analysis. If you think anything is missing, re-collect it. It may mean another call to or visit with a SME to secure this information. Make sure that you have enough detailed information to help you write the job description.
2. Use the data collected from the job analysis to complete the sections in the job description outlined below.
3. Do not use the organizations existing job description! Also, do not copy the job description from an online source or another company. Create your own version of the job description based on the primary data you collected (you can supplement with secondary data, i.e. O*NET). This gives you practice in creating the foundation of the compensation plan from scratch. The following is the template you should use. Please conduct some research on job descriptions and note the wording; with the exception of the job summary, job descriptions don't read like narratives. Also review the section of the text that covers job descriptions, which includes a sample job description.

Deliverable

? Job Description

Part A: Identification
Job Title:
Relationships:
Reports to:
Supervises:
Internal relationships (other positions that this position regularly works with):
External relationships (customers, vendors, etc...):
Part B: Job Summary
Include a paragraph that summarizes the components of the job, providing a succinct overview.
Part C: Responsibilities & Duties
Include a list of the responsibilities and duties performed by an individual in this position. This is based on the tasks of the job.
Part D: Specifications (Qualifications)
List the knowledge, skills, & abilities (KSAs) required to perform the job, as well as the physical requirements and conditions under which the work is performed.
Part III: Job Evaluation (25 points)

The goal of Part 3 is to determine the actual worth (value) of your target and anchor jobs to the organization. You will use the job description you developed in Part 2 as input. Because you did not conduct job analysis on your anchor jobs you will use information from O*NET, existing job descriptions and anecdotal information from employees within the organization to get a sense of the value of your anchor jobs. Follow the steps outlined below.
1. Select four (4) compensable factors and justify these. Hint: This is where some of your background information on the organizations strategy and values will help. Also, feel free to use the universal factors (skill, responsibility, effort, working conditions), or compensable factors that other organizations have used. Just make sure that your choice fits your particular organization. Note that compensable factors often contain subfactors. For example, skill may be broken down into education, experience, etc. Given the brevity of this project, do not choose subfactors. Just remember that you will likely consider these subfactors in practice.
2. Create a definition for each compensable factor.
3. Scale the factors; meaning select a number of degrees that represent the full range of jobs. In this case you have 2 anchor jobs and your target job, so 3 degrees should be sufficient. Define factor degrees for all the factors. If you choose 4 compensable factors and each factor contains 3 degrees, you will have a total of 12 degree definitions. (See Table 6-10 on page 142)
4. Weight each compensable factor. It is extremely important that you explain your rationale for the weights. Try to use weights that are aligned with the corporate strategy and goals. So each compensable factor will have a percentage associated with it; the percentages for all of your compensable factors will total 100%. You will use the weights for your compensable factors along with a 1,000 point possible total to create your job evaluation chart; of course this will be explained in class.
5. Evaluate each anchor job and the target job using your job evaluation chart. You should have 3 completed evaluation forms. Each of your jobs will have a job evaluation point total.

Deliverables

? Narrative that includes:
1. Your four compensable factors and why choose them
2. Compensable factor definitions
3. The weight of your compensable factors and why you chose to weight them as such
4. Compensable factor degree definitions
5. The process the group went through to decide what degrees you assigned for each compensable factor for each job
6. Three completed job evaluation charts, which will include the job evaluation point total for each job.

Note: I recommend you put items 2 and 4 into charts like Table 6-10; sample anchors aren't required, but you are welcome to include them.

Part IV: Market Survey

To complete Part 4, you must collect data about how much other organizations pay their employees for comparable jobs. You must turn in the results of your salary surveys, as well as how you went about collecting the data. You may use any sources of data you want. You can use free data available from magazines, the library, salary information from employees in the industry or the Internet. You can collect your own data from local organizations, although be wary of the concerns that many organizations have in sharing pay data. You can use a combination of sources and/or techniques, but please pay attention to the quality of the data you collect. Ensure that it is relevant, collected well, and you can rely upon it with a fair degree of confidence.

No matter how you gather your salary information, document the following:

1. Why did you use the source/technique you used?
2. What did you do to collect the data? Be specific and list steps.
3. What did you find? Include printouts/websites of the actual data. Note: Please avoid complaining about the lack of available data. If you have difficulty finding data, then this is something you can discuss from a problem-solving point of view and provide your solutions to this set-back (how you went about dealing with this real-world challenge).

You must collect salary rates from at least 3 different sources for each job (e.g., 3 different organizations, 2 organizations and 1 published salary survey, 3 published salary surveys, etc.). Note that some organizations use the same data (e.g., Monster.com uses the data from other sources), so make sure that your sources are unique and are not duplicates.

Please annualize the salary information on a full time basis. For example if you collect an hourly salary for a part time position you need to multiple the hourly salary by 2,080 (number of hours worked if someone works 40 hours a week) to get an annual full time salary.

If you find salary information where they present a minimum, midpoint and maximum salary, use the midpoint salary.

Deliverables

? Narrative that includes:
1. Process you went through of finding salary data
2. Challenges you faced with finding salary data
3. The salaries you collected; I recommend you present this information in a chart
? Include printouts/websites of actual data












Part V: Pay Structure

To complete your pay structure, you must integrate the job evaluation points assigned to the jobs in Part 3 with the results of your salary survey in Part 4. Follow the steps below:

1. Generate a market pay line using regression analysis. Remember, a market pay line uses market data, not the salaries for the actual jobs you originally analyzed in the specific organization. You will be provided with the tools needed to generate the market pay line.
2. Develop pay grades and pay ranges
a. Pay Grades - Each of your jobs, your target job and your two anchor jobs, represent a pay grade. In reality there will be multiple jobs in your pay grades not just one. For example, with an Accountant I there may also be a Human Resources Assistant in the pay grade. Therefore you need to develop a range of job evaluation points for the pay grade the Accountant I is in. Using theexample from the text, the Accountant I is worth 100 job evaluation points; so you could adopt a pay grade of 50-300 points for the pay grade the Accountant I is in; the 100 points for the Accountant I is within the pay grade of 50-300. The low end of your first pay grades can start at any number you chose; it doesn't have to start at 1. The high end of your last pay range should be no higher than 1,000. Your ranges should have no overlap; for example your first pay range could be 50-300, your second 301-700 and your third 701-1,000.
The pay grades are totally up to your discretion; just explain your rationale. You could use the one of the philosophies set forth in the text to help you decide (pg. 183 section entitled Step 3: Defining Pay Grades.) Again you will have three pay grades; one for each of your jobs.
b. Pay Ranges ??" You will start with the market pay line to develop pay ranges. The salaries that create your market pay line are typically the mid-points of your pay ranges. If you go with the market pay line you will be matching the market. You can chose to lead or lag the market as well. Please discuss what policy you will adopt and why. You will have 3 pay ranges that correspond to the 3 pay grades you developed above.
To calculate the minimum and maximums of your ranges you can use one of the two approaches used in the book. Do what your competitors are doing or use a range spread. (pg. 186).
For the Pay Grades and Ranges you do not have to plot them on the chart; simply communicate each of your pay grades and corresponding ranges (the minimum, maximum and midpoint).
3. Compare the salaries for the three peoples jobs you originally used in Part 3 (the pay of employees that hold the target and anchor jobs) to the pay ranges you created for their positions. Do they fall in the pay ranges you created? How will you handle it if they do not? Discuss how you might eventually get the person in the pay range. If you do not have this information, make a guess as to where you think they are being paid.

Deliverables

? Narrative that includes:
1. Your three pay grades and explanation of their development.
2. The pay ranges (minimum, midpoint and maximum) that are attached to the pay grades
a. Whether you chose to match (use the exact salaries from regression for your midpoint), lead (increase the salary from regression by a certain percent) or lag (increase the salary from regression by a certain percent) the market and why
b. How you calculated your minimums and maximums
3. Comparison of actual salaries as addressed in #3 above
? Regression analysis spreadsheet

Part VI: Incentive Plan

Create an individual incentive plan to motivate the job incumbent(s) in the target job and a group incentive that will motivate the job incumbents for all three jobs. Remember an incentive plan involves cash or stock. Be creative, but remember the goals and characteristics of an incentive plan. Discuss how it will work, why you designed it as you did, etc... Your don't have to incorporate detailed formulas; just picture yourself providing an overview of newly created incentive plans to employees.

Deliverables

? Narrative addressing above

Part VII: Summary

Your end result is not as detailed as a large-scale compensation plan that you would tend to find in practice. However, any change, whether big or small, tends to foster resistance among at least some of the stakeholders in the organization. In your summary please address the following areas regarding the entire compensation plan you created above:
Discuss how your recommended changes to the compensation system may impact others within and outside the organization, if at all (e.g., stockholders, managers, employees, society).
Outline a plan for implementation. Stay brief! Remember the importance of communication, perceptions of fairness, etc.

------------
Instructions for Regression Analysis (Excel 2007 and 2010/MHR 413)

These instructions will help you practice using the example from class, the Excel file entitled Sample Regression Results located on the Group Project folder in the Course Documents section of Blackboard.

1. Once you open the workbook, choose the worksheet entitled Sheet 1. Right click on the words "Sheet 1" and click delete. Then save the workbook under a new name like "Practice."

2. At the top of the screen, click on Data.
a. If you dont see Data Analysis as an option then:
For Excel 2007
Click on the Microsoft Office icon at the very top of left hand corner of the screen; then click Excel Options
For Excel 2010
Click on the File tab in the top left hand corner; then click on Options
b. Then click on Add-Ins.
c. Highlight Analysis ToolPak not Analysis ToolPak ??" VBA
d. At the bottom of the screen theres a drop down menu next to Manage. Be sure the Excel Add-ins is selected and then click Go.
e. A dialog box will pop up with a number of add-ins; select Analysis ToolPak and click Ok.
f. You will get a message that the feature is currently not install and it will ask you if you want to install it; click Yes. Data Analysis will appear under the Data tab; it will be the right most option on the tool bar.

3. Click Data Analysis

4. A window will appear that lists various analyses. Scroll down and click Regression. Click OK.

5. A new window will appear and you will see input and output options.
a. For Input Y Range enter the column of market data, including the label at the top. In the class example, you would choose from cell C1 to cell C36.
b. For Input X Range enter the column of job evaluation points. In the class example, you would choose D1 to D36.
c. Click labels box. This is telling the program that you included the data labels (e.g., Job Eval Points) in with the numerical data.
d. Under Residuals click the box next to Line Fit Plots.
e. Click OK.

6. A new worksheet will appear with your regression results.

7. Now you need to format your chart.
a. Orient your mouse over the chart and click. Small boxes will appear around the border of the chart.
b. Click on the box with words "Job Eval Points (X) Line Fit Plot" in it and simply delete it.
c. Click on the boxes and stretch out the chart where you see more numbers in the salary range.
d. If your chart does look like the sample one right click inside the chart and select Change Chart Type. Then select the first option next to the X Y (Scatter)
e. Left click on one of the Predicted Annual Salary data points in the chart and then right click. Click on Add Trendline; you will add a linear trend line. This is your Market Pay Line.
f. Left click on one of the "Predicted Annual Salary" data points in the chart and then right click. Click Add Data Labels. These are the salaries that created your Market Pay Line ??" they are what you should pay the three positions to be competitive with the market.
g. Left click on one of the "Predicted Annual Salary" data points in the chart and then right click. Click "Format Data Labels." Be sure the "X Value" and the "Y Value" boxes are checked. Then click on "Number" to the left. Select "Custom" from "Category." Copy and paste the following into the box that's titled "Format Code" #,##0;-#,##0. Then click "Add" next to the box.

8. Also expand the width of the cells on the chart with all of the regression statistics so you can them.

9. Now compare your "Practice" workbook with the one from Blackboard. Are the following items the same? If yes, then you got it!
a. Observations (to left where all the numbers are)
b. Y Intercept (to left where all the numbers are)
c. Job Evaluation Points (to left where all the numbers are)
d. Predicted Salaries (on the chart)

10. Now you're ready to do the same thing with your 3 positions and the 3 salaries you gathered for each of those positions.  more

Assignment 2: Sales Force Compensation

For companies that have a mission of selling, a major objective is to motivate the salespeople. While that are many factors that go into motivating the...se people, one of the primary factors is the compensation plan that describes how they will be rewarded. Research a large organization?s sales force and its compensation plan.Write a five to seven (5-7) page paper in which you:
1.In order to motivate the sales force to produce the highest number of clients, describe six (6) features of an effective total rewards program.
2.Describe the behaviors of the sales force that are targeted with the compensation plan.
3.Assess how a value proposition is achieved for current and future employees in the plan you have outlined.
4.Based upon the type of plan you have created, indicate how attracted you think future salespeople may be to this plan.
5.Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:
?Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA format.

The specific course learning outcomes associated with this assignment are:
?Define total rewards and describe the advantages of a total rewards approach.
?Analyze an organization?s strategy, workforce, operating environment, and key stakeholders to identify critical factors in designing a total rewards strategy.  more

Assignment 2: Creating Your Dream Job

In this assignment, you get the chance to create your dream job and to build its compensation plan and appraisal performance.
Write a six to e...ight (6-8) paper paper in which you:
1. Create a job description and specifications for your dream job.
2. Design a compensation and benefits package related to your dream job.
3. Rationalize your compensation and benefits package. Be sure to indicate the research and considerations that went into the design of the compensation and benefits package.
4. Imagine this is the only position of its kind in the organization. From this perspective, design a performance appraisal program to assess your job performance.
5. Rationalize your performance appraisal program. Be sure to indicate the research and considerations that went into the design of the performance appraisal program.
6. Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.
Your assignment must follow these formatting requirements:
? Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
? Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
? Discuss job analysis, job descriptions, and specifications.
? Analyze various techniques, considerations, and designs of employee compensation programs.
? Analyze various techniques, considerations, and designs of performance appraisal programs.
? Use technology and information resources to research issues in human resource management.
? Write clearly and concisely about human resource management using proper writing mechanics.  more

HRM/300 FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT

Sustaining Employee Performance Paper

The Co. Starbucks.

Identify two jobs within your assigned company.
Barista and Assistant Store Manager.

Compare and contrast possible compensation plans for the two positions.

Resources:
Starbucks.com
http://globalassets.starbucks.com/assets/13aefdbe8b2c4da8856116c1fd5fe54c.pdf

Prepare a 700 to 1050 word report on a creer management plan for the employees listed below. Be sure to include the following information on your team. Write the paper as if your are the employee's m...anager

Employee List:
Jim Martin, Vice President of Sales

Jim is a 54 year-old Caucasian male who was recently hired by David Spencer of InterClean to be the new VP of Sales, taking sales leadership away from Tom Jennings, VP of Marketing. Jim is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry and he has a reputation for taking great care of the customer. He prides himself on meeting and exceeding his sales plan each year and is not afraid to try new ideas to achieve sales.

Tom Gonzalez, Sales Manager

Tom is a 47 year-old Hispanic male who has been with EnviroTech for 5 years. He was recruited by Sally Lindley, CEO of EnviroTech, because of his ability to lead a team and for his expertise in developing solutions-based products for the customer. Tom has been in the industrial cleaning industry for over 25 years. Tom enjoys establishing long-term relationships with customers and being the point person for customers to come to if there are problems.

Mark Pierce, Outside Sales Representative

Mark is a 24 year-old Caucasian male who was hired by Shane Huck 8 months ago from a competitor (non-compete agreement is still valid) in the sanitation industry to work at InterClean. He is an aggressive sales rep who has a get the sale at all costs reputation in the local market. Shane knows Mark personally from playing on the fraternity alumni softball team for the past 3 years. Mark is currently on a base salary compensation plan.

Susan Burnt, Outside Sales Representative

Susan is a 62 year-old Caucasian female who was hired by David Spencer, Sr., the founder of InterClean. Susan has performed numerous jobs during her 24 years at the company, achieving success in each role. She transferred to sales 6 years ago and has met her sales goals each year. Susan is aggressive in closing the sale, but she understands the importance of providing excellent after the sale service (from her previous roles in Customer Service, Collections, Purchasing, and Distribution). Susan is paid straight commission, but because of a grandfather clause in her employment agreement, she is eligible for restricted stock grants each year.

Eric Borden, Outside Sales Representative

Eric is a 41 year-old African-American male who was hired by Sally Lindley, CEO of EnviroTech. Eric has a solid reputation for servicing the customer and helping the customer get the best products for the best prices. During his 14 years with the company, in addition to performing his duties as a sales rep, Eric has performed the role of team leader on several special projects which contributed to the financial growth of EnviroTech. Eric prides himself on keeping current with the latest industrial cleaning and sanitation industry developments, as well as on the changes to regulations and compliance issues affecting the industry. Eric is paid a base salary and is eligible for the Sales Bonus program.

Ving Hsu, Outside Sales Representative

Ving is a 42 year-old Asian male who was hired 12 years ago by Sally Lindley, CEO of EnviroTech. Ving enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers. Customers know that if there is a problem they cannot handle, they can contact Ving. He knows how to obtain appropriate answers through his personal network of industry professionals. Ving is paid a base salary and is eligible for the Sales Bonus program.

Terry Garcia, Outside Sales Representative

Terry is a 56 year-old Hispanic female who was hired 6 years ago by Sally Lindley, CEO of EnviroTech. Terry was a former high school teacher who was hired by Sally for her ability to communicate, educate, and her use of critical thinking skills in problem resolution. Terry understands the value in working as a team in order to get the final outcome. She is an educated consumer who is happy with the product and trusts the vendor who sold it. Terry is paid a base salary and is eligible for the Sales Bonus program.


Be sure to include the following information on your team. Write the paper as if you are their manager. Also use the evaluation form below to answer these questions.


-Explain how feedback is given to each employee. What opportunities are provided to the employee after the feedback is given?

-Explain how will you help the employee reach a higher level of performance. Just explain how you would train or show them how to preform better.

-Explain if opportunities for advancement, such as promotions or educational opportunities to increase shills , are available. You can makeup any that would be in any company to advance their employees

-Explain if flexible opportunities are available for dual career parents.

-Explain your adaptation to your teams's diversity in terms of each person's career. How would you handle each member?

-Assuming your budget is zero, provide a justification of why your report will work. Within your explanation, identify expected benefits and type of cost.


To answer the first two points about please use the individual evaluation form below.

Complete employee review, using the following scale:
1= Unsatisfactory
2= Meets Requirements
3= Exceptional
____________1______________2___________3___

Demonstrates required job skills and knowledge ____ ____ ____

Has the ability to learn and use new skills ____ ____ ____

Uses resources available in an effective manner ____ ____ ____

Responds effectively to assigned responsibilities
____ ____ ____

Meets Attendance requirements
____ ____ ____

Listens to direction from management
____ ____ ____

Takes responsibility for actions
____ ____ ____

Honors commitments ____ ____ ____

Demonstrates problem solving skills
____ ____ ____

Offers constructive suggestions for improvement
____ ____ ____

Generates creative ideas and solutions
____ ____ ____

Meets challenges head on
____ ____ ____

Demonstrates innovative thinking
____ ____ ____
Works will in team environment
____ _____ _____  more

career development plan summary

write proposal explaining the recommemdations and justification for upper level management for the following; the job discriptions and qualifications for five new positions including one first level management position. atraining program to introduce and enhance the skills and qualifications of new and current employees.method to evaluating employee and team performance including a progessive discipline process. challenges of the team performance evaluation, incwntives and benfits packages, startegic for managing employees career development, such as promotions, educational opportunities, accommdations for diversity, and so on, and a fair and appropriate compensation plan

Now that you have created an appraisal system for employees on your new team and a career development plan for each member, it is time to develop a compensation plan. Because InterClean is embarking on a new strategic direction, upper management has asked you to suggest a new compensation plan specifically for your team. Propose your ideas and rationale to the Human Resource Department Manager for approval.

o Describing three components of a total rewards package that would motivate employees to reach peak performance
o Describing your compensation plan?s benefits to the individual and team as well to the company

Assignment 2: Creating Your Dream Job
Due Week 8 and worth 300 points
In this assignment, you get the chance to create your dream job and to build its compensation plan and appraisal ...performance.

DREAM JOB: HUMAN RESOURCE CONSULTANT

Write a six to eight (6-8) paper paper in which you:
1. Create a job description and specifications for your dream job.
2. Design a compensation and benefits package related to your dream job.
3. Rationalize your compensation and benefits package. Be sure to indicate the research and considerations that went into the design of the compensation and benefits package.
4. Imagine this is the only position of its kind in the organization. From this perspective, design a performance appraisal program to assess your job performance.
5. Rationalize your performance appraisal program. Be sure to indicate the research and considerations that went into the design of the performance appraisal program.
6. Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Your assignment must follow these formatting requirements:
? Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
? Include a cover page containing the title of the assignment, the student?s name, the professor?s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:
? Discuss job analysis, job descriptions, and specifications.
? Analyze various techniques, considerations, and designs of employee compensation programs.
? Analyze various techniques, considerations, and designs of performance appraisal programs.
? Use technology and information resources to research issues
? Write clearly and concisely about human resource management using proper writing mechanics  more

700- to 800-word paper, in which you identify a total compensation plan for an organization focused on internal equity, and a total compensation plan for an organization focused on external equity.

Identify advantages and disadvantages of internal and external equity for the organizations.

Explain how each plan supports that organizations total compensation objective and the relationship of the organizations financial situation to its plan.

Format your paper consistent with APA guidelines.6

Final Project
Throughout the course, you learned about the various roles and responsibilities of
Human Resource Managers and had an opportunity in Units 4 and 7 to complete a case
analysis... that applies to the topics presented in that Unit. Similarly, your final project
consists of a compilation of three case studies (listed below) from the text.
For all of the questions below, you will need to follow the minimum guidelines for writing,
and you will also be graded according to the Grading Rubric outlined in the Course
Syllabus.
Use the Case Study Analysis Template provided in the Doc Sharing area of the
classroom to guide your writing.
From Chapter 1 ??" Read Case Study 2: Florida Company Fastens Its Sights on
Global Growth on pp. 43-44 of Managing Human Resources. Answer the following
questions. (Careful: These are not the same questions found in the Case Study.)
QUESTIONS
1.1 Evaluate three elements that impact Professional Products growth strategy as they
relate to the recruitment, hiring, and retention of employees. Cite relevant supporting
examples from your course materials and this case study to develop your evaluation
efforts (Course Outcome 2).
Checklist
1. Assess the organizations strategies for employee selection in the hiring process
and subsequent retention efforts.
2. Evaluate the three elements of the professional studies criteria.
3. Decide what strategies; if employed; would keep the organization from
downsizing.
4. Evaluate the role that HR plays when maintaining healthy relationships between
the organization and its employees while facing changes (e.g.; possible
outsourcing of production of materials) in the marketplace.
1.2 Explain what other HR strategies, in addition to training employees for other jobs,
the firm might employ to maintain its relationship with its domestic employees. Cite
relevant supporting examples from your course materials and this case study to develop
your explanation (Course Outcome 4).
Checklist
1. Describe cross-training and its impact on keeping employees at Professional
Products viable and employed.
2. Interpret each step of the training process and its relevance to the need for highly
specialized employees.
3. Identify what new HR strategies Professional Products might employ to ensure a
productive work force if they are forced to outsource work. (Remember the
company is committed to not losing any jobs in the event of outsourcing.)
4. Summarize domestic and global markets as they relate to the possibility that
Professional Products may have to outsource some of its work to Mexico or
Honduras.
From Chapter 6 ??" Read Case Study 1: Nike: Hiring Gets Off on the Right Foot on
pp. 284-285 of Managing Human Resources. Answer the following question.
(Careful: This is not the same question found in the Case Study.)
QUESTION
2. Identify possible Equal Employment Opportunity (EEO) laws or industry standard
employment practices that may be in violation concerning this case study. Cite relevant
supporting examples from your course materials in determining whether laws or
practices were violated or not (Course Outcome 1).
Checklist
1. Identify five of the steps involved in the hiring process for Nike.
2. Explain five instances where Nike followed good Human Resource Management
practices in the recruitment and hiring of employees.
3. Explain the purpose and value of testing potential candidates using examples
from course materials to support your work.
4. Summarize if the hiring practices of Nike violate any Equal Employment
Opportunity (EEO) laws or industry standard employment practices; if yes or no
cite supporting examples from your course materials or case study.
From Chapter 9 ??" Read Case Study 1: Pay Decisions at Performance Sports on p.
430 of Managing Human Resources. Answer the following question. (Careful: This
is not the same question found in the Case Study.)
QUESTION
3. Discuss what factors and resources Perkins and Balkin should consider when setting
the wage for the purchasing agent position. Cite relevant supporting examples from
your course materials and this case study to develop your discussion (Course Outcome
3).
Checklist
1. Examine factors to consider regarding differing methods of structuring wages and
compensation.
2. Analyze the merits of a pay-for-performance compensation package for the new
purchasing agent position versus a traditional hourly wage.
3. Examine issues regarding equal pay as they relate to pay-for-performance
compensation for one employee and hourly wages for other employees. (Would
Perkins and Balkin be forced to do one or the other compensation plan or can
they do both methods simultaneously?)
4. Discuss the personal benefits and the steps involved in a high performance work
system.
To successfully complete the Final Project, the following are the minimum
requirements:
Each case study analysis should be approximately 1??"2 pages in length. Overall, the
body of the final project should be approximately eight (8) pages in length.
Use Times New Roman font style, 12-pt font size, double-spaced, and indent the
first line of each paragraph five spaces.
Include a title page, in-text citations, and a reference list.
Include an introductory paragraph (at least five sentences), a body, including your
analysis and recommendations (several paragraphs), and a concluding
paragraph (at least five sentences).
Demonstrate your understanding of the information presented in the weekly reading
assignments by defining terms, explaining concepts, and providing detailed
examples to illustrate your points.
Include frequent references to your reading assignments or other valid and reliable
sources of information to reinforce and support your own thoughts, ideas, and
statements.
Limit the use of direct quotations - instead, paraphrase and cite the author's work.
Cite a minimum of one source other than the textbook in total for this final project.
Directions for Submitting Your Project
Before you submit your project, you should save your work on your computer in a
location and with a name that you will remember. Make sure your project is in the
appropriate format (Word, Case Study Template located in Doc Sharing), then, when
you are ready, you may submit on the Dropbox page.
Grading Rubric ??" Projects
Project Grading Criteria
Grade Content, Focus, Use
of Text/Research
Analysis and Critical
Thinking
Writing Style, Grammar,
APA Format (when
assigned)
% 50% 30% 20%
90-
100%
Response
successfully answers
the assignment
question(s);
thoroughly uses the
text and other
literature.
Response exhibits
strong higher-order
critical thinking and
analysis (e.g.,
evaluation).
Sentences are clear,
concise, and direct; tone
is appropriate.
Grammatical skills are
strong with almost no
errors per page. Correct
use of APA format when
assigned.
80-
89%
Response answers
the assignment
question(s) with only
minor digressions;
sufficiently uses the
text and other
literature.
Response generally
exhibits higher-order
critical thinking and
analysis (e.g., true
analysis).
Sentences are generally
clear, concise, and direct;
tone is appropriate.
Grammatical skills are
competent with very few
errors per page. Correct
use of APA format when
assigned.
70-
79%
Response answers
the project
assignment(s) with
some digression;
sufficiently uses the
text and other
literature.
Response exhibits
limited higher-order
critical thinking and
analysis (e.g.,
application of
information).
Sentences are
occasionally wordy or
ambiguous; tone is too
informal. Grammatical
skills are adequate with
few errors per page.
Adequate use of APA
format when assigned.
60-
69%
Response answers
the assignment
question(s) but
digresses
significantly;
insufficiently uses
the text and other
literature.
Response exhibits
simplistic or reductive
thinking and analysis
but does demonstrate
comprehension.
Sentences are generally
wordy and/or ambiguous;
tone is too informal.
Grammatical skills are
inadequate, clarityand
meaning are impaired,
numerous errors per
page. Inadequate use of
APA format when
assigned.
0-
59%
Response
insufficiently
answers the
assignment
question(s);
Response exhibits
simplistic or reductive
thinking and analysis
and demonstrates
limited knowledge on
Sentences are unclear
enough to impair
meaning; tone is
inappropriate and/or
inconsistent. Grammatical
insufficiently uses
the text and other
literature.
the subject matter. skills are inadequate for
college level.
Unacceptable use of APA
format when assigned.
There are faxes for this order.  more

We will continue to review the financial statements of Merck and Novartis to learn additional information. The emphasis of this Case is to review the income statement, balance sheet and computation of... ratios.

Review the financial statements for the companies and answer the following questions for the last reporting year:

Balance Sheet
?What components of stockholders' equity do each of the companies disclose?
?Do the companies have preferred stock shares outstanding? If so, what special features do these shares contain?
?Do either of the companies report treasury shares? If so, do the companies disclose the reason for reacquiring the shares?

Income Statement
?What are the basic and diluted earnings per share for each company?
?Have the companies reported any discontinued operations?
?Do the companies disclose any stock compensation plans? If so, are they reporting such plans under the fair value or intrinsic value methods? What was the value of compensation expense measured for any outstanding stock option plans?


Financial Ratios


Compute the following ratios. Also, interpret and assess each group of ratios for the company. What type of story are the ratios telling the analyst?
?Profitability ratios: ?Gross profit margin
?Net profit margin
?Return on stockholders' equity

?Liquidity ratios: ?Current ratio
?Quick ratio
?Inventory turnover

?Leverage ratios: ?Debt-to-assets
?Debt-to-equity
?Times-covered ratio


What type of information do you find in footnotes to the financial statements?

Do you find the balance sheet, income statement or other measures such as ratios the most informative? Comment on the advantages and disadvantages of using ratios for analysis.


Modular Case Assignment Expectations

It is important to answer the questions as posed. The discussion should be from 3 to 5 pages and written in a clear and concise manner. Support your discussion with references in APA format. You are encouraged to use Excel or other compatible spreadsheet when computations are involved.
Please add references  more

Choose three jobs that you are considering moving into once you have finished your MBA
Choose three places in the world that you might like to work each of these jobs
Go to SalaryExpert.com, and in the "Free Salary Calculator", enter each job and location for each job. Note that if you want to research a location outside of the U.S., you must click on the International Data link just below the "select a location" field.
With this basic information in hand, please do the following in a 2-3 page paper, not including cover and reference pages:

Describe the three jobs and three markets, and the key differences and similarities you notice among them.
Discuss the types of compensation that are most important to you, and that you would look for in one of these positions. Be sure to talk about any differences that would be important to you based on location or on the nature of the work.
Discuss the strengths and weaknesses of your current compensation plan (without specific numbers, please).
Please:

Learning Team! Sustaining Employee Performance Paper.

Resource: Company assigned to you by your instructor. Use the company in the Virtual Organization assigned to you by your instructor. ( Walt Disney job categories )

Write a 400 -word paper, due in Week Five, addressing the following:

? Compare and contrast possible compensation plans for the two positions.

This is the companie I will be probiding for this paper....

Walt Disney job categories


Facilities / Security:

Nursing / Medical






















There are faxes for this order.

Instructions
Situation: Your employer, Acme Inc., a medium sized industrial company, has conducted a Strengths, Weaknesses, Opportunities, and Threats (SWOT) Analysis and has determined the strat...egic goals and objectives for the organization. One of the opportunities identified from the SWOT was the current economy and the high unemployment rate. In addition, a strategic goal was established as a result of the SWOT for Acme Inc. to maintain status quo on recruiting and focus specifically on retention (keeping Acme?s best employees).

Simulation: As the HRM for Acme Inc. and based upon the situation, describe how you would develop a "Compensation Plan" for this organization. Discuss how your plan would align and be effective with the above mentioned strategic goal. In addition, discuss how you would control the costs associated with your compensation and benefits plan.

Purpose: This assignment is an exercise in your reasoning skills. As an HRM you must solve comprehensive problems by reasoning through it. This exercise provides you the means to think critically and to use the concepts, principles and processes that have been described in your readings, the peer discussions and the feedback in the discussions.

You must describe the problem and then describe how your solution, using the concepts from the textbook (and other resources), helps make the organization more effective. You are encouraged to utilize additional resources for this simulation but you must cite them in your paper. Discuss your solution from a strategic organizational perspective.
Explain why you are making the assumptions you are making and why you chose your point of view. Offer at least one recommended course of action that would you would assist in achieving the organization?s strategic goal. The following are your objectives (weighted at 20% per):
1. In the form of an abstract, clearly state the issue or problem.
a. Express the problem in multiple ways to clarify its meaning and scope.

2. Identify and justify your assumptions used for shaping your point of view.
a. Clearly identify your assumptions and explain why or why they are not justifiable.
b. Explain how your assumptions are shaping your point of view.

3. Identify appropriate concepts from the text or other research to support your ideas.
a. Identify key concepts and explain them clearly.
b. Consider and explain other concepts or alternative definitions of concepts.

4. Clearly stated a solution to the problem presented.
a. Explain your solution to the problem based on the data from both the situation and the concepts from your readings and your research.
b. Offer alternate solutions to the problem
c. Explain the consequences to the organization for using and/or not using your solution


5. APA formatting and academic writing. Your submission must:
a. Be in a word document
b. APA complaint
c. A minimum of 500 words not to exceed 1,000, and
d. Adhere to academic standards for spelling, grammar, and writing mechanics


Martocchio, J. J. (2011). Employee benefits: A primer for human resource professionals.
New York, NY: McGraw-Hill/Irwin.  more

We will continue to review the financial statements of Merck and Novartis to learn additional information. The emphasis of this Case is to review the income statement, balance sheet and computation of... ratios.

Review the financial statements for the companies and answer the following questions for the last reporting year:

Balance Sheet
?What components of stockholders' equity do each of the companies disclose?
?Do the companies have preferred stock shares outstanding? If so, what special features do these shares contain?
?Do either of the companies report treasury shares? If so, do the companies disclose the reason for reacquiring the shares?

Income Statement
?What are the basic and diluted earnings per share for each company?
?Have the companies reported any discontinued operations?
?Do the companies disclose any stock compensation plans? If so, are they reporting such plans under the fair value or intrinsic value methods? What was the value of compensation expense measured for any outstanding stock option plans?


Financial Ratios


Compute the following ratios. Also, interpret and assess each group of ratios for the company. What type of story are the ratios telling the analyst?
?Profitability ratios: ?Gross profit margin
?Net profit margin
?Return on stockholders' equity

?Liquidity ratios: ?Current ratio
?Quick ratio
?Inventory turnover

?Leverage ratios: ?Debt-to-assets
?Debt-to-equity
?Times-covered ratio


What type of information do you find in footnotes to the financial statements?

Do you find the balance sheet, income statement or other measures such as ratios the most informative? Comment on the advantages and disadvantages of using ratios for analysis.


Modular Case Assignment Expectations

It is important to answer the questions as posed. The discussion should be from 3 to 5 pages and written in a clear and concise manner. Support your discussion with references in APA format. You are encouraged to use Excel or other compatible spreadsheet when computations are involved.  more