restructuring within the company. The sales department underwent a major shift from individual compensation packages to a team compensation concept that was not immediately embraced by everyone in the organization which led to some defections and put the company in a position to be short staffed. This raised questions about the concept itself and whether it was a workable plan and also if the compensation is an adequate motivator and measure of personal performance. The analysis of this case really
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Incentive programs are one of many ways organizations motivate employees. Our goal is to design an incentive program that is aligned with the company’s goals, needs, skills, and abilities. Incentive pay can be determined by merit pay and performance bonuses. Studies have found that pay-for-performance plans help achieve organizational goals and desired performance results. Merit pay is a reward in which employees receive permanent pay increases such as raises as a function of their individual performance
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CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken:
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this process by offering work schedule alternatives, instituting new leave policies, offering child-care assistance and providing an employee assistance program. While this may sound expensive, many of the programs cost only a little time. NIFCU's management also believes…that the expenses these programs entail are the price you must pay for attracting and retaining qualified employees. It's an economic necessity. (Wallace, C., 1992.) After much consideration, NIFCU decided that the best way to start
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executives are great as they are the leaders of a company and make crucial decisions concerning company policy and strategy. In order to obtain the level of talent a CEO offers, a corporation must offer them large compensation packages to stay competitive against rival companies. The total compensation packages for company executives include their base salary, benefits and stock options, which are often much more extravagant in comparison to the average worker of the firm. John Rawls’s A Theory of Justice provides
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Executive Summary Cardinal Health is a Fortune 22 company known as the business behind healthcare in America. Cardinal Health helps pharmacies, hospitals and ambulatory care sites focus on patient care while reducing costs, improving efficiency and quality, and increasing profitability. Cardinal Health was founded in 1971 by Robert D. Walter, who initially opened a small distribution center in Columbus, Ohio. In less than ten years, the then-named Cardinal Foods became a prominent regional food
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Factor Comparison Method 13 Point Method of Job Evaluation 14 Strategic Considerations 15 External Equity 16 Steps to Achieving External Equity 16 Compensation Surveys 16 Benefits of Pay Surveys to the Organization 17 Published Compensation Survey 18 Custom Developed Compensation Surveys 19 Compensation Surveys: Strategic Considerations 19 Individual Equity 21 Importance of achieving Individual Equity 21 Methods Commonly Used 22 Merit Pay System Structures
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PROJECT TWO DR. LAURENCE FINK HURM 4650 - COMPENSATION FASTCAT Meagan Ayers Michael Ingelido Lacey 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
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the American labor movement in the 1990s, < (1990’s?) (reference: William P. Quigley, ‘A Fair Day’s Pay for a Fair Day’s Work’: Time to Raise and Index the Minimum Wage, 27 ST. MARY’S L.J. 513, 544 n.141 (1996)) but for most Americans, “fair” compensation means so much more than salary. Employee benefits play a crucial role in the American labor market, and the benefits that an organization offers employees has an immense impact on its hiring ability, turnover rate, and employee satisfaction and
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PRINCIPLES OF MANAGEMENT AND ORGANIZATION Second Semester, AY 2013 – 2014 Name: Marly Sison Shiela Marjorie Soriano Jomar Ortiz Kasey Ong Block No. 14 Group 4 – Case 9.4: Electroparts Manufacturing, Inc. (B) Problem: Given the substantial adjustment in wages that the company’s rank and file employees would be receiving as a result of the new law, Mr. Sanchez was wrestling with the problem of what adjustment in the compensation of his supervisory
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