...FASTCAT PHASE II MNGT 433-Compensation & Benefits 4/22/2014 Logical Thinkers Consulting Company Damian Malagari Kerry Ahearn Melissa Hekl NgoanPhan Chau Tran Table of Contents EXECUTIVE SUMMARY 3 RECOMMENDED STRATEGY FOR EXTERNAL COMPETITIVENESS 4 Best Alternatives for FastCat 4 Pay Level and Mix of Forms 4 Integrating the External and Internal Structure 5 Preliminary Ideas 5 SURVEY DESIGN OF TOTAL COMPENSATION OF FASTCAT’S COMPETITORS 6 Selecting Benchmarks and Matching With FastCat Jobs 6 Selecting Competitors in FastCat’s External Market 6 Analyzing the Data: Deciding What Forms to Compare 7 Analyzing the Data: Adjusting for Aging 11 Evaluating the Regression Line and the Fit Between FastCat and the Market 15 FASTCAT’S PAY POLICY LINE 19 INTEGRATING INTERNAL AND EXTERNAL STRUCTURES 20 Bands and Zones 20 Overlapping 21 EVALUATING THE RESULTS 21 Description of Analysis 24 FastCats’ Strategy and Rationale to Lag Pay Levels 25 EXECUTIVE SUMMARY Our Proposal for FastCat’s compensation system in Phase II focuses on the base pay as well as providing incentives. In order to maintain its competitiveness in the industry, FastCat should lag the market. They must ensure their pay structure is strategically differentiated within the marketplace. The appropriate pay structure and compensation plan will help FastCat strengthen employee retention and increase productivity through incentives, rewarding performance, and employee engagement...
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...Engineering Overview The Field Engineers apply the theories and principles of science and mathematics to research and develop economical solutions to technical problems. Their work is the link between perceived social needs and commercial applications. Engineers design products, machinery to build those products, plants in which those products are made, and the systems that ensure the quality of the products and the efficiency of the workforce and manufacturing process. Engineers design, plan, and supervise the construction of buildings, highways, and transit systems. They develop and implement improved ways to extract, process, and use raw materials, such as petroleum and natural gas. They develop new materials that both improve the performance of products and take advantage of advances in technology. They harness the power of the sun, the Earth, atoms, and electricity for use in supplying the Nation's power needs, and create millions of products using power. They analyze the impact of the products they develop or the systems they design on the environment and on people using them. Engineering knowledge is applied to improving many things, including the quality of healthcare, the safety of food products, and the operation of financial systems. Engineers consider many factors when developing a new product. For example, in developing an industrial robot, engineers determine precisely what function the robot needs to perform; design and test the robot's components; fit the...
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...2014 Data Science Salary Survey Tools, Trends, What Pays (and What Doesn’t) for Data Professionals John King & Roger Magoulas Take the Data Science Salary and Tools Survey As data analysts and engineers—as professionals who like nothing better than petabytes of rich data—we find ourselves in a strange spot: We know very little about ourselves. But that’s changing. This salary and tools survey is the second in an annual series. To keep the insights flowing, we need one thing: People like you to take the survey. Anonymous and secure, the survey will continue to provide insight into the demographics, work environments, tools, and compensation of practitioners in our field. We hope you’ll consider it a civic service. We hope you’ll participate today. Make Data Work strataconf.com Presented by O’Reilly and Cloudera, Strata + Hadoop World is where cutting-edge data science and new business fundamentals intersect— and merge. n n n Learn business applications of data technologies Develop new skills through trainings and in-depth tutorials Connect with an international community of thousands who work with data Job # 15420 2014 Data Science Salary Survey Tools, Trends, What Pays (and What Doesn’t) for Data Professionals John King and Roger Magoulas 2014 Data Science Salary Survey by John King and Roger Magoulas The authors gratefully acknowledge the contribution of Owen S. Robbins and Benchmark Research Technologies...
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...experienced remarkable growth since its inception to become a leader in the offshoring IT services industry. However, rising salary costs in India and increasing employee attrition rates at Infosys not only threaten near-term profit margins but also the sustainability of Infosys’ current business model. Since the early 1990’s, Infosys and other large IT service providers in India have relied on two key competitive advantages to create their multi-billion dollar businesses of today. First, the initial impetus behind IT offshore demand was simple: cost savings. And with the average IT professional in India costing 29 percent of comparable U.S.-based staff in 1995, Infosys was able to offer its services to global clients at fraction of the prices charged by Western companies. Exhibit 1 demonstrates the direct relationship between Infosys’ human capital growth and its sustained revenue generation over a 9 year period. This graph not only highlights the success a low cost, large work force strategy, it also identifies the second critical component in Infosys’ success: HR design and execution. Delivering those cost-saving services required a highly skilled employee base, whose development entailed large investments of time and money. Accordingly, Infosys established world-class human resources systems to selectively recruit and integrate large volumes of Indian engineer graduates. These systems enabled Infosys to process over 1 million job applicants in FY2007 and hire nearly 25,000 of...
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...RESOURCE MANAGEMENT PROGRAM FOR WAGE AND SALARY ADMINISTRATION Submitted By: Derson E. Dacillo Jr. BBA/HRDM 1-2 Submitted to: Prof. Angelita Nocon Subject Facilitator March 2015 Table of Contents Introduction…………………………………………………………………….3 Program for Wage and Salary Administration…………………………………4 Elements of a Formal Wage and Salary Program……………………………....8 Factors in Setting up a Program……………………………………………….10 Formulation of Company Wage Policy……………………………………….11 Wage and Salary Surveys……………………………………………………..13 Procedures in Conducting Wage And Salary Surveys……………………….14 Steps in Planning the Program………………………………………………...15 Job Analysis: Job description and Specification……………………………...20 INTRODUCTION A construction company’s compensation program should be designed to achieve three overall objectives. The program should assist in the attraction and hiring of the most qualified professionals available in the disciplines of engineering, construction technology, construction management, and business administration. Second, the compensation program should direct employee efforts toward achieving the company’s strategic objectives, such as business development, profitability, safety and work quality. Third the compensation program should insure the development and retention of aqualified workforce. Base pay, of course, is the core program to which benefits and variable pay must be coordinated. Base pay or “salary” is usually a key factor in attracting and...
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...differences in the salaries? I selected the job title of an Engineer and depending on the career level and the amount of experience, education and added responsibilities of the position the job offered a higher salary. The entry-level job positions in engineering works under close supervision and reports directly to a supervisor or manager position. As the career levels increase the Engineers start relying more and more on their own judgment to plan and accomplish their goals. With increased years of experience in the field, the Engineers start performing a variety of more complicated tasks and are mentoring and coaching others that are less experienced. Some of the other job positions that I performed searches on were found to be relatively less in terms of compensation than the Engineering positions, some of the contributing factors were that these jobs were classified in more of a support role than professional and required far less education. According to the website, salaries of jobs depend on the complexity of the job, skills required, and the education and experience required to perform the job tasks. The single most important factor influencing an employee’s rate of pay is the kind of work that that the employee is performing. Some employers are committed to a philosophy of paying their employees above industry salaries to attract and retain the best pool of employees. Do the jobs have different bonuses as a percentage of their base salaries? Why of why not...
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...organization. The compensation committee for an IT company, who is a pay leader, is in the process of creating a pay structure for the company using a point job evaluation system. The job that is currently in question is an entry-level computer engineer. The compensable factors are weighted out of 1000 points and those that have been selected for this job are education (200 pts), experience (200 pts), complexity (250 pts), and responsibility (350 pts). Education is divided into five degrees: Doctorate (200), Masters (150), Bachelors (100), Associates/ Some College (50), High School or less (0). Experience is divided into five degrees: 10+ years of experience (200), 6-9 years of experience (150), 3-5 years of experience (100), 1-2 years of experience (50), little to no experience (0). Complexity is divided into four degrees: very complex (250), complex (150), somewhat complex (50), not very complex (0). Finally, responsibility is divided into four degrees: supervisor (350), senior engineer (250), engineer (150), junior engineer (50). The computer engineer job would receive 100 pts for education, as a bachelor’s degree is needed, 0 pts for experience, since it is an entry-level job, 250 for complexity because the position is that of an engineer,...
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...Offshoring Impact on U.S. Software Engineers for Leadership and Organizational Behavior Thesis: In my workplace, we have been outsourcing some technical work to Mexico. It has been interesting the feedback we are getting from our programmers. Although we’re outsourcing only when the work exceeds our capacity, they’re rightly concern about their jobs; they are concern about offshoring. I would like to write a feasibility analysis of offshoring work for my class project. I would like to be specific to “offshoring impact to software engineers”. April 17, 2011 Contents Offshoring Impact on U.S. Software Engineers 1 Contents 2 1 Introduction 3 1.1 Definitions 3 1.2 Summary 3 2 Data Section 4 2.1 Offshoring from a political perspective 4 2.2 Offshoring from a business perspective 7 2.3 Offshoring from software engineers perspective 9 3 Conclusion 11 3.1 Summary of Findings 11 3.2 Recommendations 11 4 Appendices 13 4.1 2008 Projected Base Salary Increases 13 5 Bibliography 14 1 Introduction 1.1 Definitions According to United States Department of Labor, software engineers (job 15-1031) develop, create, and modify general computer applications software or specialized utility programs. Analyze user needs and develop software solutions. Design software or customize software for client use with the aim of optimizing operational efficiency. May analyze and design databases within an application area, working individually or coordinating database...
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...Scheff Eric Schiffler Christie Sprague Racheal Town Spring, 2010 TABLE OF CONTENTS 8. EXECUTIVE SUMMARY 9. DECISION ON THE NUMBER OF PAY STRUCTURES 10. POLICY REGARDING PAY FORMS FOR ADMINISTRATIVE PAY STRUCTURE 11. POLICY REGARDING PAY FORMS FOR TECHNICAL PAY STRUCTURE 12. POLICY REGARDING EXTERNAL COMPETITION FOR ADMINISTRATIVE PAY STRUCTURE 13. POLICY REGARDING EXTERNAL COMPETITION FOR TECHINCAL PAY STRUCTURE 14. SURVEY ANALYSIS FOR ADMINISTRATIVE PAY STRUCTURE 15. SURVEY ANALYSIS FOR TECHINCAL PAY STRUCTURE 16. DECISION MAKING RELATED TO CREATION OF ADMINISTRATIVE STRUCTURE 17. DECISION MAKING RELATED TO CREATION OF TECHNICAL STRUCTURE 18. EVALUATION OF ADMINISTRATIVE PAY STRUCTURE 19. EVALUATION OF TECHNICAL PAY STRUCTURE 20. EXHIBITS R JOB MATCHES FOR ADMINISTRATIVE STRUCTURE S JOB MATCHES FOR TECHNICAL STRUCTURE T MARKET ANALYSIS ADMINSTRATIVE/TECHNICAL U STATISTICAL ANALYSIS FOR ADMINISTRATIVE STRUCTURE V STATISTICAL ANALYSIS FOR TECHNICAL STRUCTURE W PAY STRUCTURE ADMINISTRATIVE X PAY STRUCTURE TECHNICAL Y COMPANY SURVEY DATA Z SUMMARY OF JOB RATINGS ADMINISTRATIVE/TECHNICAL EXECUTIVE SUMMARY FASTCAT EXECUTIVE SUMMARY Introduction FastCat is a Business to Business software company that operates in a highly specialized and technological advanced industry. FastCat has been a pacesetter in this industry and is looked upon as the leader in the advancement of sales and marketing of software solutions. The company’s main...
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...FSR Search 2-8 Victoria Avenue London United Kingdom EC2M 4NS +44 20 3287 2640 John Douglass Male, Single, Bahrain Recruiter Notes John Douglas is a veteran expert in compensation areas. With proven track record and expertise in compensation related areas ? we are delighted to present his CV to Al Marai. Although his age might be a concern as per the Saudi laws but he is very optimistic and interested in working with Al Marai. Please note that John has been interviewed previously by Al Marai. CR Covering Note In July 2012 I finished up my assignment as Head/Compensation & Benefits with Tatweer Petroleum in Bahrain. The drive to nationalize coupled with increasing pressure from the company?s joint venture partners to improve financial performance have led to the departure of numerous highly compensated expats, including me. I am now back in the market looking at full-time employment and consulting opportunities, e.g. the following: ? Am open to senior non-management HR roles, with emphasis on compensation and performance management development, in the USA, the Middle East/GCC, and worldwide. ? Vice-President (VP)/Director of Human Resources for small to mid-sized organizations ? VP/Director/Manager of Compensation & Benefits/Performance & Rewards ? Human Resources consulting; available for projects on an independent ?associate? basis; join ?delivery? team of a blue chip global consulting firm; conduct training workshops related to special HR strengths. I have remained...
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...reports rep or ts.informationweek.com Apri l 2012 $99 2012 Salary Survey Next 2012 IT Salary Survey For more than a decade, our annual InformationWeek IT Salary Survey has tracked salary trends in IT jobs. We go beyond the dollars and cents to look at staffing, career and personnel management issues essential to IT leaders. By Chris Murphy Report ID: R4150412-Main Previous Next reports 2012 IT Salary Survey CONTENTS 4 5 7 8 9 10 10 11 12 14 89 Author’s Bio Executive Summary Research Synopsis Rise of the Analyst An Unforgiving Market Skill Shortages Business Analyst: More Than An Order Taker Pay And Stability Motivate Education And Training: Learn Or Be Left Behind Appendix Related Reports TABLE OF Figures 8 Figure 1: Salary Growth Rate 9 Figure 2: Compensation Growth Rate 10 Figure 3: Change in Base Salary 11 Figure 4: Change in Compensation 12 Figure 5: Gender Gap 13 Figure 6: Compensation by Gender 14 Figure 7: Base Pay by Experience 15 Figure 8: Hourly Rate for Contractors/ Consultants 16 Figure 9: Base Salary for Contractors/ Consultants 17 Figure 10: Increase in Base Salary for Contractors/Consultants 18 Figure 11: Contractor/Consultant Compensation 19 Figure 12: Increase in Compensation for Contractors/Consultants 20 Figure 13: Reasons for Working as a Contractor/Consultant 21 Figure 14: Staff Base Salaries by Job Function 22 Figure 15: Management Base Salaries by Job Function 23 Figure 16: Staff Compensation by Job Function 24...
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...included about the petroleum engineering field are career objectives, salary survey, job opportunities, job placement trends, job satisfaction, and a description of this industry. First of all, petroleum engineering is a field that has many career objectives. To begin the career path a student must go through college to get at least a bachelor’s degree or higher. After this a person has to look for a job regarding this field by internship or by being an assistant in a company. A person in this industry must work hard with others in a team to ensure the proper work flow. Workers must oversee proper drilling operations, design facilities, and evaluate potential oil and gas reservoirs. The most important thing is working as a group because it prevents the failure of operations which may cause the damage of people and the environment. It important to work hard in the first years as a petroleum engineer. As a worker gains experience the possibility of paycheck increase or promotion is achievable. All these things are objectives that a worker faces in the petroleum engineering field. In simple terms the most important objective is working efficiently in a team to ensure the proper growth of the company. Secondly, the salary of a worker in the petroleum engineering field has shown changes and will vary depending on the experience of a worker. A subject that might also affect the salary of a worker is the type of education. A doctoral degree can possibly...
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...of specialists in highly technical tasks. Most engineering managers focus on product development, materials management, production processes, and workforce reliability. Management engineers must also possess strong communication skills so they can relate to their colleagues and subordinates. As the popularity of engineering continues to grow and demand for trained engineers increases, online engineering management degrees (often classified under technology management) have become increasingly popular. Working engineers who are ready to transition into management positions can now study part-time without giving up valuable income or career experience. A degree in engineering management (most often a master's degree) qualifies you for a wide spectrum of positions, ranging from the academic to the technical. Individuals that excel in this field possess a strong combination of scientific knowledge and a passion for problem solving. E-learning and distance courses provide the pathway for a satisfying career in the engineering industry. The breadth of opportunity is one of the most attractive facets of this specialty. Fields that require this experience include: * Manufacturing management * Logistics * Technical consulting * Chemical process consulting As a prospective managing engineer, your career path can vary greatly. You can get a full-time bachelor's degree in technical management before you ever set foot in an office or lab, or you can earn a master's degree...
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...better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012. , based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide is not just known for its innovative breakthroughs in the technology industry, but is also known for innovative human resources (HR) policies. Google is an icon of success among Internet companies. A survey conducted by Business Week magazine showed that Google was the most sought after company by college students, MBAs, women, engineers, and diverse individuals. As of 2008, Google receives...
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...motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors were named extrinsic factors as they are not related to the job itself but are related to the external environment surrounding the work, such as salary and supervision. Employees that are not motivated are said to be moved rather than motivated. Employees are moved because they are forced to work, due to such things as putting food on the table, or because...
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