Case Study Answeres
Q1: What are the strengths and weaknesses of the Sharelt program? a. Did it address the issue of WrapItUp was experiencing?
Yes, it address the issue of WrapItUp was experiencing. The store manager compensation more competitive in which store management compensation would be directly correlated to restaurant profits. The store managers would receive 35% of the store’s incremental profits. The associate managers would receive 15% of profits and the remaining 50% would be paid to WrapItUp cooperate. During the sixth-month trial, both stores increased their profits consistently and with that improvement means that all the managers’ total compensation went up subtaintially as well.

b. Was compensation really the root cause or the HR executive myopic in her focus?
Yes, compensation is the root cause in HR executive focus. Since the low compensation is the main reason that cause managers offered for their resignations in exit. WrapItUp’s turnover rates for both salaried managerial and hourly employees had consistenly exceeded industry averages and were s constant source of frustration at all levels of the company. The low compensation leads to the difficulty for the company to attract and retain top talent, especially at the store manager level. Any position could not stay vacant for long, so hiring had been more a rush scrambled than a thoughtful exercise to find the right person.

c. Was the plan itself structured correctly?
The plan is structured correctly when the pilot program been introduced as well as the ShareIt program. Most of the managers could succeed if they were better motivated and more stragically compensated. The store managers will be paid as much as their competition does and they will be given some freedom. The managers have the power to run the store with their own idea promotion, marketing and updating the new