Suppose you work in the HR department of a manufacturing company that is planning to enrich jobs by having production workers work in teams and rotate through various jobs. The pay structure will have to be adjusted to fit this new work design. How would you expect the employees to evaluate the fairness of their pay in their redesigned jobs? In terms of equity theory, what comparisons would they be likely to make?

Compensation covers everything an employer offers an employee in return for their work.  Employee compensation often plays a significant role in different areas of the workplace and may affect everything from turnover to workers morale.explain how compensation can impact the following: 1. legal compliance 2. employee motivation 3. employee retention 4. recruitment

What is your core competency? Make a list of the core competencies you will need to compete successfully in the jobmarket. Design a strategy for developing the competenciesthat you do not have and capitalizing on the competenciesthat you do have

Discuss three considerations you believe might help determine whether to use individual or group incentive pay plans in organizations. Illustrate the impact of an equitable benefits program on the competitive advantage of an organization? How will the evolving nature of work (how, what where, when, people perform their jobs) effect HR practices in the future?

Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees.   Write a FIVE to Six (5-6) page paper in which you: Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training). Justify why you selected the training method that you did. Propose two (2) ways to motivate an employee who has no interest in attending a training class. Develop a survey to collect feedback from the employees who attend the training. Use at least three (3) quality…

What considerations should HR professionals and compensation specialists take into account when designing and implementing fringe benefit programs?

Hi, In relation to the question. May I ask you to choose the benefits that are most important to you and consider how you might be able to obtain them by putting yourself in the shoes of an employee, either at your current job or one you hope to have in the future?

Why do businesses use technology for pay management?  A compensation management system stores salary data that can be rapidly compared to an employee's peers and market standards.

Talent Allocation, LLC (TA) is a consulting firm helping organizations develop effective, efficient, and affordable workforces.  As a member of TA, you are charged with meeting with Dakota Press’s divisions and hosting a discussion regarding a division’s ability to rapidly respond to changes in business partnerships, policy shifts, embargos, and other publishing-orientated world events.  After meeting with each division, you will be expected to offer a comprehensive presentation on ideas/processes helping the company enhance it is response times. After arriving, you speak with several different departments within divisions.  Curiously, you notice the following: Multiple generations of workers team-up on projects. There seems to be a significant amount of tension amongst the staff. You saw staff members exchanging harsh words and appearing angry. The company has survived due to multiple mergers and consolidations.  However, you remain uncertain how the diverse workforces were…

According to Noe there are three stages involved in the HR Planning Process.  Forecasting  Goal Setting and strategic planning  Implementing and Evaluation A recent report, dated February 3, 2020, on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP, states that, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:  Media attention to pandemic influenza increases.  Legislation or Regulation are passed, requiring enactment  Shareholders and investors demand a high level of preparedness.  The financial impact of a pandemic on the corporation becomes evident. “Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is, very important, and is in their sphere of influence. And it is worth…