...Table of Contents Executive Summary………………………………………………………………………………………………………………….3 Introduction…………………………………………………………………………………………………………………………….5 Research Findings…………………………………………………………………………………………………………………….6 Bonuses…………………………………………………………………………………………………………………...................7 Sales Commissions……………………………………………………………………………………………………………………8 Medical Benefits………………………………………………………………………………………………………………………11 Retirement Benefits………………………………………………………………………………………………………………..12 Stock Options………..………………………………………………………………………………………………………………...13 Recommendations……………………………………………………………………………………………………………………14 Conclusion………………………………………………………………………………………………………………………………..15 Reference…………….……………………………………………………………………………………………………………………16 Executive Summary Employee Compensation Strategies There are many ways a company can compensate an employee for their contribution to the organization. Companies offer a wide range of bonus/commissions to employees so that they can share in the company’s success. They come as cash and non-cash awards. Many corporations use profit sharing as a way to motivate an employee to work harder so they sell more. Bonus/commissions range from 2.5% - 7.5% if the corporation earns a profit. Spot bonus awards can be for providing exceptional customer service. They can be a gift card to a movie discount retailer, or cash. Recognitions are announcements in front of other employees. Sales commissions awards from the sales department when...
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...operations or any other related tasks. The skills required for the job include; excellent oral and writing skills, ability to multitask, advanced knowledge for data input along with record keeping, capacity to handle staff effectively and solve problems when they arise, and knowledge of more than one language. In review, the specific work elements for this job include assigning tasks to staff, keeping up-to-date with the airline’s technical operations, ensuring aircraft logs a along with maintenance records are as correct as possible, ascertaining the MRO-market status, evaluating MRO-related projects, improving procedures and practices needed to attain department objectives, identifying the most appropriate plan for cost reduction in both engineering and maintenance, and providing technical guidance in major operating activities within the Airline. Compensation Plan Outline This section outlines a compensation...
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...PAPER Lara Zeyna Altinok BACKGROUND This paper will present answers to the following questions: 1. Provide a description of the company that you work for. As part of your description include a discussion of the type of organizational structure. 2. Describe an agency problem within the firm and discuss what you think is causing the problem and how the problem might be better controlled. 3. Describe the job dimensions of the firm and discuss whether or not you believe the current design is appropriate for the firm. Discuss any suggestions you might have for improving the job design. Grouped by function or by product or geography or a matrix organization? Provide a diagram if helpful to illustrate. Is this organization effective? 4. Describe the compensation package for executives and employees within the firm. Discuss whether or not you believe that the compensation package is effective and any suggestions that you might have for improving the compensation package. ANSWERS Citigroup is a global financial organization that operates in hundreds of countries offering both institutional and consumer business services. For its institutional business, it offers full range of products from investment banking through sales, trading, transaction services, and private banking. For the consumer business services, it offers cards, retail banking and mortgages. It is a publicly traded organization with its symbol C in New York Stock Exchange. Citigroup Inc. has five legal...
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...Fatou Ceesay Senior Consultant Deloitte Consulting LLP Dallas Mobile: +1 918 809 7378 Tel: +1 214 840 1066 Summary of Experience and Qualifications Over one year of Consulting experiece Primarily in the Financial Services Industry in the area of Mortgage Banking, and in the Retail Industry in the are of Finance Transformation – Close Consolidation for one of the largest retailer in the world. Prior to which, I have had nine years of combined industry and public accounting experience. Prior industry experience includes six years in Financial Services in areas of Consumer Banking and Wealth Management. Public accounting experience in audit in variety of industries, including Financial Services, Health Care and Not-For-Profit. Excellent work ethic detailed oriented, positive attitude, client service oriented, quick learner and self-motivated. Deloitte Experience Industry: Financial Services – Banking: Consulting Service Line: Finance Senior Consultant; October 2012 to Current. 2,652 Billion (Assets) Global Financial Services Corporation. Deloitte was hired to help one of the world’s largest banking and financial services organizations divest and outsource the servicing of a $50 billion loan portfolio. Deloitte help identify and create all relevant documents and contract content required and necessary for the transaction. Role: Responsible for: Gethering information, creating data and developing content for key contract exhibits. Organized and...
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...Seminar Human Resource Management (HR 491) Position Paper STEVEN H. HALL Computer Science Corporation a Global Leader in Technology Park University of Alexandria, Virginia 5 December 2010 2 TABLE OF CONTENTS Page Introduction . . . . . . . . . . . . . . . . 3 Body . . . . . . . . . . . . . . . . . . 4 Competitive Advantage . . . . . . . . . . . . 4 Change Management . . . . . . . . . . . . . . 5 Diversity Management . . . . . . . . . . . . . . 7 Recruitment and Selection. . . . . . . . . . . . . 9 Compensation and Benefits . . . . . . . . . . . . 11 Organizational Climate . . . . . . . . . . . . . 12 Conclusion . . . . . . . . . . . . . . . . . 13 Cited References . . . . . . . . . . . . . . 15 2 3 INTRODUCTION This position paper explains how and why Computer Science Corporation (CSC) is global leader in providing technology solutions and services through three primary lines of business: (1) Business Solutions and Services; (2) Global Outsourcing and Services; (3) North American Public Sector. CSC capabilities include systems design and integration, information technology and business...
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...They are a great opportunity to introduce college students to a career with Giant Eagle. Giant Eagle Job Application Process If you are interested in the Giant Eagle job application process, the attached steps should help you apply: 1. Visit http://jobs.gianteagle.com/careers/ for all current career opportunities. On this page, you can search by keyword, category or location. 2. After finding an opportunity you would like to apply for, click HERE to begin the Giant Eagle job application process which should take about 30 minutes start to finish. 3. The process includes an online application and online assessment that must be filled out in order for your application to be accepted. 4. Once the online application and assessment are complete, you may be asked to participate in an on-phone interview or in-person interview. 5. You can also click HERE to view all available job openings. If you are unsure what opportunity is right for you, click HERE to submit your resume and possibly be matched to an opportunity. Giant Eagle Job Openings 1. Produce Stock...
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...Generation X and Y in the Workplace In an age of hard economic times, two income families, and the offspring of the baby boomers, Generation X and Y learned to adapt to changes very early in their lives. Instead of coming home to mom sitting in the kitchen with cookies and milk, children were shuffled off to daycare facilities or baby sitters. Others called “latchkey” children, came home to an empty house with instructions to get their homework done, never answer the door, and wait until “mom and dad” came home. These individuals are independent, resourceful, and extremely clever with technology. As they enter the workforce the need to be extremely self-sufficient is a key to success and job fulfillment. The downturn of the current economy combined with corporate buyouts and layoffs, Generation X and Y find themselves working alongside an aging workforce with the belief that corporations do not value their contributions and hard work. This concept makes it difficult for these individuals to attain projected financial goals and be successful. Seeking to retire at an early age to enjoy life, Generation X and Y are optimistic of the future and thrive to find balance in their professional and personal lives. Expectations and Influences The expectations and influences of Generation X and Y impact the workforce differently in many ways because of life experiences and backgrounds. Generation X, born between 1965 and 1980 grew up in the shadows of the boomer generation. Generation...
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...TERM PROJECT LaKendra Adesuyi Keller Graduate School of Management ~ Devry University Instructor: Ed Panelli GM591 ~ Leadership and Organizational Behavior June 16, 2011 BACKGROUND ABC Company is a national manufacturing company that provides brake pads, ball joints and other small connecting parts for major car manufacturers. The company has been in business for the past 30 years and has built a solid foundation upon quality above the rest. ABC employs 150 laborers at $8.50 per hour, all healthcare benefits are 50% employee paid, and the company requires 10 hour mandatory work days at 6 day intervals with 1 day of rest in between. In the way of other perks and benefits the company does offer an all inclusive Paid Time Off (PTO) plan that works on an accrual basis of 2 days per month. The facility is located in a rural location where most workers are living below the poverty line and do not typically have cars to get to work. In April of 2009 ABC began to experience great distress; their quality ratings dropped tremendously and complaints from end users had increased dramatically as recalls skyrocketed due to faulty materials at the hand of ABC. The company was losing money on materials and labor to replace the defective parts. After being threatened with a heavy lawsuit over a fatal car accident Senior Management at ABC decided to take action. Dan Reuthers, CEO of the company began to take note as productivity paled in comparison to the...
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...3. Motivational Theory (3) ways to motivate Motivating low-wage employees can be a difficult challenge. Studies have shown employees who earn high end salary over $100K per year are readily involved with the company’s goals and objectives while the minimal wage employees are preoccupied with personal financial concerns and are not engaged in the overall goals or even the day to day operation of the organization. Therefore, it is thought-provoking to devise ways to keep the minimum waged employees focused and motivated to maintain a high-level performance, increase production and maintain high-quality products when things are not always going well. The business must first identify the motivational objectives of the workers, in other words, you have to understand your employees in order to adequately address the needs and keep them motivated. Motivation falls into two categories called content or process theories. In category theory, the need drives employees to act in a particular way and adopt specific work behaviors. For process approach, a worker's behavior determines their work decision process. I will discuss the two types of motivation theories for the minimum wage worker and show 3 different ways how they work to the worker motivated In Maslow’s hierarchy of needs theory addresses motivation through the five primary unmet fundamental personal needs from the most basic to the most advanced, are physiological, safety, love/belonging, esteem and self-actualization. Maslow...
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...Portfolio Project Melissa Paradiso CSU-Global Professor Carol Miller May 4, 2014 Introduction An organization can only be successful if it has the right people. It is the responsibility of human resources to identify and retain the right people. As part of human resources planning, the organization must develop the following plans: strategic management, workforce and employment, human resource development, total rewards, employee and labor relations, and risk management. Adecco Group North America is an organization that has been very successful at finding the right people. In order to learn more about their success, I recently interviewed Amy Herron, the SVP of Human Resources at Adecco Group North America. Career History Amy has been with Adecco for nearly 20 years. A graduate from the University of Pittsburgh, with a Bachelor’s degree in Communication, Amy started her career with Adecco in 1995 as a Benefits Administrator where she administered health plans, managed leaves of absence, and provided employee claims assistance. Seven months after starting her career with Adecco, Amy was promoted to Human Resources Coordinator where she was responsible for auditing personnel files and facilitated new hire orientations. In 1996 Amy was promoted to Human Resources Manager where she partnered with managers to resolve employee relation issues, lead the human resources integration for company acquisitions, and conducted leadership and employment law training...
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...Scenario Chosen: 2. As a member of the human resources department in a manufacturing organization with 120 employees, you have been asked to evaluate different compensation strategies that are available for adoption within your organization. Compare and contrast several compensation strategies and determine the appropriateness of each compensation strategy to your organization. Business Research Report Compensation Strategies Presented to: Taskstream Assessment Code: RWT1 Student Name: Nicki Nelson Student ID: 0096768 Date: May 5, 2012 Mentor Name: Andrea Johnson Table of Contents Executive Summary 4 Introduction 5 Research Findings 6 Performance Based Compensation 6 Grade Based Compensation 7 Broad Banding or Team Based Compensation 8 Recommendations 8 Conclusion 9 References 10 Executive Summary Our main goal for a compensation strategy should be to retain high performers, those who work hard, and wish to grow with the company, (Kleimann, 2008). In thinking of these issues, I discovered employees don’t stay at employers because of pay. They stay for the culture. They stay because they get along with their supervisors. They stay because they are heard by senior management. Only 54% of those employees polled, rated compensation as very important, while 62% of employees polled stated opportunities to use skills and abilities at work as very important, (SHRM, 2011). With contemplating...
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...NASCAR: Constant Change Park University The National Association for Stock Car Auto Racing, Inc. (NASCAR) is the sanctioning body for one of North America’s premier sports. NASCAR races are broadcast in more than 150 countries and in 20 languages. In the U.S., races are broadcast on FOX, TNT, ABC/ESPN/ESPN2, SPEED and SiriusXM Satellite Radio. NASCAR fans are among the most brand-loyal in all of sports, and as a result more Fortune 100 companies participate in NASCAR than any other sport. NASCAR consists of three national series (NASCAR Sprint Cup Series, NASCAR Nationwide Series and NASCAR Camping World Truck Series), four regional series, and one local grassroots series, as well as two international series. Also part of NASCAR is Grand-Am Road Racing, known for its competition on road courses with multiple classes of cars. NASCAR sanctions more than 1,200 races at 100 tracks in more than 30 U.S. states, Canada and Mexico. Based in Daytona Beach, Fla., NASCAR has offices in eight cities across North America (Baxter & Schwartz, 2012). The research conducted will influence what I believe to be true and that is that NASCAR is successful as an organization when it comes to the areas of competitive advantage, change management, diversity management, recruitment and selection, compensation and benefits, and organizational climate. These organizational aspects are truly more important than a company’s financial state because they play a large role in the lives of their...
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...Jibran Naeem and Ahmed Raza Khan. Date of Submission: 8th December 2015. S.NO | TITLE | PAGE # | 1 2 * * 3 4 * * 5 6 * * 7 * * 8 910 | ACKNOWLEDGMENT--------------------------------------ABSTRACT-----------------------------------------------------HISTORY OF ABBOTT PROMISE AND VALUESSWOT ANALYSISTALENT MANAGEMENT PROCESS-------------------JOB ANALYSISJOB DISCRIPTION WORKFORCE PLANNING RECRUITMENT PROCESS---------------------------------ORIENTATION-------------------------------------------------PURPOSE OF AN ORIENTATIONORIENTATION PROGRAMS AT ABBOTT TRAINING AND DEVELOPMENT PROCESS--------IDENTIFICATION OF TRAININGTRAINING PROCESSPERFORMANCE APPRAISAL-----------------------------COMPENSATION----------------------------------------------CONCLUSION-------------------------------------------------- | | ACKNOWLEDGMENT- Every project big or small is successful largely due to the effort of a number of wonderful people who have always given their valuable advice or lent a helping hand. We have tried to put in all of our efforts and knowledge in completing this research. We wish to express our sincere gratitude to Ms. Saima Zia whose teachings has a huge impact on our way of observing things. We would like to thank her for providing us with this excellent opportunity to conduct this research as our final project. We are also very grateful for the level of cooperation, assistance provided and the willingness of Senior HR Executive of Abbott...
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...Purpose E. Source and Scope of Research II. Career Analysis A. Nature of the Work 1. Occupational Specialists 2. Duties and Responsibilities 3. Working Conditions a. Hours b. Environment B. Employment Requirements 1. Education a. Bachelor’s degree b. Master’s degree c. Professional certifications 2. Personal Skills a. People skills b. Organizational skills c. Communication skills C. Employment Outlook a. National b. Colorado D. Salary and Benefits 1. Salary a. National b. Colorado 2. Benefits a. Health b. Paid Leaves/Vacations c. Stock options E. Advantages and Challenges III. Conclusion A. Summary of Findings B. Interpretation of Findings C. Recommendations So You Want to be a Human Resource Manager INTRODUCTION With the extremely high competition in the business world, corporations are looking to recruit the best and the brightest in employees. To keep these employees happy and to reduce huge turnovers, companies have relied on human resource managers to make an environment in which these valued employees can be productive and profitable. Human resource managers make sure that upper management, lower management, and workers have a mutual and beneficial work environment as listed by the O*Net OnLine website by performing several of the following duties: * work with executive management to employ the right workers * develop programs to...
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...Research Report and Presentation JoAnn Buckson RES/320 September 11rd, 2012 Amy Holland I. Employee satisfaction II. Introduction III. Statement of the problem IV. Literature Review A. Sampling Plans 1. Survey Method 2. Qualitative Method 3. Quantitative Method B. General Information 1. Research Design 2. Mythology C. Who does it affect 1. Expected Results 2. Reports IIII. Conclusion and Recommendations Introduction Employees of all incomes brackets and age groups continue to become less and less satisfied at work. Employee satisfaction means different things to different people. For example, an employees’ motivation can range from basic pay to survive, to contributors that work for the satisfaction of contributing to the greater good (Thompson, (2004). Research indicates that satisfied employees are more likely to stay with his or her employers (Heathfield, 2012). According to this survey 82% of the employees at this hospital indicated overall satisfaction with his or her position with 35% reporting he or she was very satisfied. More surprising 62% said that the current job market did not play a role in his or her job satisfaction. Hospitals have a well-balanced diversity of people and levels of working...
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