Duane Morris Essay

* Duane Morris compensation structure is one factor that was well aligned with the company’s strategy from formal organization perspective and led to its

Due to the characteristics of the business model of strategy consulting, Bain & Company’s organizational structure differs significantly from other industries. Although there is a global, albeit confidential, organizational structure, Bain & Company is primarily structured by office whose organizational units are exhibited in Figure 1. Directed by Office Management, the organizational structure on office level is divided into two main pillars: Consulting Staff and Consulting Support Services (Bain & Company Inc., n.d.-l). While consulting employees are generally not split across the various consulting services (see Chapter 2.3.1), the particular dynamics of private equity consulting require a temporary separation of those selected consulting employees. Furthermore, although Executive/Manager Assistants constitute a consulting support service, the daily interaction with their assigned managers, principals, and partners (the latter two represent executive organizational levels) creates a strong link between these organizational

The scope and intent of hiring practices have evolved in the information age as businesses, workers, and lawmakers have become increasingly aware of the results, intended or unintended, of hiring practices on organizational culture, effectiveness and litigiousness. By investigating common objectives and practices of various industries, a criterion can be established that serves the interests of those vested in the process.

Throughout the course of this semester, compensation systems and methods have been evaluated to determine how the compensation processes are utilized to attract and retain employees. Compensation is not only a monetary benefit, but also includes indirect benefits such as insurance, paid time off, disability leave, etc. Both direct and indirect benefits make up a compensation package. Within this paper, similar positions from the private, public, and military sectors have been evaluated with like

INTRODUCTION 01 HUMAN RESOURCE ANALYSIS 09 JOB ANALYSIS 10 PLANNING AND FORECASTING 18 RECRUITMENT 20 SELECTION 22 TRAINING 29 DEVELOPMENT 34 PERFORMANCE APPRAISAL 36 COMPENSATION 38 INCENTIVES 42 BENEFITS 44 EMPLOYEE RELATIONS 45 CONCLUSION AND RECOMMENDATIONS 50

In this paper I will be describing effective performance appraisals and how they can increase employee performance. I will provide examples of strategic advantages in the performance appraisals process and also give examples of potential unfairness in the employee appraisal system.

The new business department was formed to build potential growth within the organization. The importance of this implementation is to hire a qualified and talented workforce, with a unique skill set to perform that job description associated with this department. To determine that hiring the appropriate workforce, the creation of a new hiring process will need to be implemented along with an onboarding system. This process will allow the organization to process new candidate’s necessary paperwork, identifying the skill sets of each individual for the position, and engaging actively in this process. Furthermore, it will have a positive outcome in the retention of new employees. Identifying these individuals and selecting the most qualified is a critical part of human growth within an organization. Their competency is a critical part of business growth and assessing candidates with a new hire implementation will ensure top talent is being hired.

All organizations must remunerate their employees for their time, effort, and contributions to that organization. How an organization chooses to structure their compensation system is a complex process, which requires a significantly more methodical decision-making process than simply picking an arbitrary hourly wage. There are a number of pay models that organizations can utilize to accomplish this objective, ranging from a simple salary and benefits package based on the job content of the position (Milkovich, Newman, & Gerhart, 2016, p. 142) to a more complex structure that bases wages on the knowledge and skills an employee brings to a particular position (Milkovich, et al., p. 174). One of the more complex compensation plans is that of pay-for-performance. This paper sets out to define what a pay-for-performance compensation policy is and then will identify how the unique business strategies of an organization will affect how that policy is implemented.

When ascertaining the employees to be terminated, the dismissal criteria must be clear, consistent and fair in order to avoid legal consequences (Gomez-Mejia, Balkin, & Cardy, 2016). These authors espouse the most frequently used criteria is either seniority or employee performance, or a combination of both, with each method having advantages and disadvantages. Disadvantages relayed for using seniority is the loss of superior performers and protected class members. For this reason, Gomez-Mejia et al. (2016) believe performance appraisals are the most proficient method to retain the best employees, but they also pose greater legal risks if not properly documented.

Organizations hire people early in their careers and provide them with extensive training in a number of different skills. Careers often include a number of very different positions, with promotions often made into positions that are not closely related to previous experiences. Performance appraisals are designed to facilitate cooperation rather than competition. The longer an employee has been with the company, the higher their salary will be. Compensation includes long-term incentives and benefits and is often linked to the overall performance of the organization.1

La decisión estaba tomada. Philip Morris, Inc. (PM) a través de su directorio haría una oferta para tomar el control de la compañía Seven-Up. Las dificultades y enredos de esta decisión palidecían, sin embargo, al enfrentarse a la siguiente pregunta: ¿A qué precio se debería hacer la oferta? Era la segunda mitad de abril de 1978, y enfrentando un mercado muy activo en fusiones y adquisiciones, PM reconocía la necesidad de una mayor velocidad y secreto en el desarrollo de su estrategia de compra.

Before hiring a company’s legal counsel it’s important to better understand the company’s expectations when it decides to recruit an in-house attorney. The information will shape the priorities of the counsel and also the legal department’s priorities and this enables a first general counsel to meet its client’s expectations. Understanding the firm’s expectations needs ascertaining both the traits that companies expect from in-house counsel and the business more specific expectations for the role of its legal counsel.

|should conduct the job analysis in a systematic at regular intervals. Job analysis can be used for setting up the compensation |

In order to achieve and maximize the most out of efficiency, coordination, and environmental adaptability, the firm is divided into three practice areas including human capital, strategy & operations, and technology. By organizing the practice into three areas of expertise, Deloitte consulting ensures that they are able to answer any question, and/or deliver the appropriate solution to any dilemma that a client throws at them. While Deloitte’s internal “development of thought leadership” is what drives their presence in the marketplace for consulting solutions (Deloitte on Consulting), it is their management consulting insights, technological partnerships, extensive library of external resources, and access to a worldwide network that separates them from competitors like PwC and Towers Perrin. It is through a vertical integration process that Deloitte has been able to start joint ventures and buy out smaller consulting firms across the globe (2016 Management Consulted), thus enabling them to expand their reach, extend their professional services, gain competitive advantage, and offer the same integration strategies to clients seeking similar outputs (Deloitte on Integration Strategy & Execution). This is just one of several methods that Deloitte has used to speed up growth (through staging), and obtain returns on their investments

Furthermore, a performance appraisal policy could be implemented for fair and adequate allocation of compensation. For this case study the 360 degree appraisal system could be selected to evaluate performance of the workforce. In a 360 degree appraisal system, feedback is drawn out from multiple sources of key performance areas of the workforce which are competencies, behaviour and mind-set, work life balance, major achievements and areas of improvements.