Milestone 1Milestone 2Milestone 3OL 325 Final.docx

Milestone 1
Milestone 2
Milestone 3
OL 325: Final Project Guidelines and Rubric
Overview
Acting as a recently hired compensation consultant, you will
assist the burgeoning online music firm e-sonic to develop an
internally consistent and market-
competitive compensation system that recognizes the
achievements of individual contributors. The major portion of
the project is divided into three milestones,
which will build upon the previous milestone. The milestones
are submitted in Modules Three, Five, and Six. The final
version of the entire project will be due at
the end of Module Seven.
Sample report outlines are included in the project text found in
MyManagementLab. Each of the sections for this assignment
will be submitted via Blackboard.
Outcomes
The project helps students to meet the following course
outcomes:

• Students will gain an understanding of the evolution and
administration of compensation and benefit programs for
organizations
• Students will explore wage theory, principles and practices,
unemployment security, worker income security, group
insurance, disability insurance,
and pension plans and how these compensation and benefit
items are balanced to provide incentive and recruitment of a
high-performance
workforce
• The connection between the organization’s mission,
objectives, policies, and the implementation and revision of
their respective compensation and
benefit systems will be analyzed to gain a deeper understanding
of the importance of such systems to the organization’s overall
human resource
management
• At the conclusion of this course, students will be able to
demonstrate the acquisition and application of theories and
concepts that support the
enhancement and proficiency in 7 primary competencies:
strategic approach, research, teamwork, communication,
analytical skills, problem solving,
and legal and ethical practices
Preparation
1. Read the Building Strategic Compensation Project narrative
linked in the course menu of the MyManagementLab home
page. Note: Section 3:
Recognition of Individual Achievements WILL NOT be

included in the course project.
2. Download the Comp Analysis Software Microsoft Excel file.
Directions on accessing this file are located in the Module
Resources section of Module One.
To run on a PC, the file requires Microsoft Excel 2007 or later.
To run on a Mac, the version requires Excel 2011 or later.
o NOTE: Users of the CompAnalysis software must set the
macros to a low level in order for the software to work. If the
macros are set on too high of a
security level, then the software will be disabled and will not
work properly. Navigate to the Tools menu, click Macros, and
then click Security. Lower
the security level, save the spreadsheet, close, and re-open.
o Click on the External Market Survey feature, which will be
used in Section 2 of the project, titled Market Competitiveness.
Make your decisions first
by following the directions in the Building Strategic
Compensation Project (Appendix 3 in the student version,
Appendix 5 in the instructor's version)
and jot down the pertinent information on paper.
o After completing the External Market Survey section, move
on to the Merit Pay Planning feature, which will be used in
Section 3 of the project, titled
Recognition of Individual Achievements. Input your choices as
indicated in CompAnalysis and analyze the data.

Milestones
Milestone One: Strategic Analysis
The development of a strategic analysis guides all decisions
made regarding your compensation systems throughout the
project. The strategic analysis reveals
firm-specific challenges, objectives, and initiatives that allow
you to align the goals of a compensation system effectively with
those of the company strategy.
The strategic analysis allows you to better understand the
external market challenges e-sonic faces in addition to its
internal capabilities. As a consultant, a
thorough understanding of e-sonic’s business environment
allows you to better align your competitive system design with
e-sonic’s goals, challenges, and
objectives. Follow the outline below when completing this
portion of the project.
The strategic analysis is fully described in the
MyManagementLab Building Strategic Compensation Systems
casebook for faculty and students, linked in the
course menu in MyLab. Follow the explanations and outline to
complete this milestone.
Strategic Analysis Outline:
1. Executive Summary (Concisely conveys the project
objectives and main findings. The executive summary is
completed last, but included first in the
strategic analysis.)
2. Strategic Analysis
a) Identification of e-sonic’s industry based on the North
American Industry Classification System (NAICS)
b) Analysis of e-sonic’s external market environment

i. Industry Profile
ii. Competition
iii. Foreign Demand
iv. Long-Term Industry Prospects
v. Labor-Market Assessment
c) Analysis of Internal Capabilities
i. Functional Capabilities
ii. Human Resource Capabilities
Each section of the final project should be 5–7 pages in length.
The Strategic Analysis section is due at the end of Module
Three. It will be graded with the
Milestone One Rubric.
Milestone Two: Section 1: Internally Consistent Job Structures
Section 1 introduces you to the specification of internally
consistent job structures. Through writing job descriptions, the
development of job structures, and
both the development and implementation of a point evaluation
method to quantify job differences objectively, you build the
framework for internal equity.
In Section 1, you will focus on building an internally consistent
compensation system. An internally consistent compensation
system design will clearly define the
relative value of each e-sonic sample job, creating a job
hierarchy and an objective rationale for pay differences.

As an e-sonic consultant, you are offered a sample of e-sonic
jobs in Section 1. Currently, e-sonic employs 100 people and
will be hiring many more. However, for
the purpose of this simulation, you are asked to work with the
sample of four jobs offered (see Appendix 2 for sample jobs,
located in the MyManagementLab
project tab). Limiting the number of jobs removes one level of
complexity from the simulation and allows you to focus on
learning the functions of compensation
system design. The framework you develop classifying sample
jobs can easily be adapted in the future to include all e-sonic
positions.
Section 1 Outline:
1. Create Job Descriptions
2. Create Job Structures
3. Build Point Evaluation Method
a) Select benchmark jobs.
b) Choose compensable factors based upon benchmark jobs.
c) Define factor degree statements.
d) Determine weights for each compensable factor.
4. Calculate Point Values for e-Sonic Jobs
a) Determine point value for each compensable factor.
b) Use the job evaluation worksheet to calculate point values
for each position.
c) Distribute points for each compensable factor across degree
statements.
d) Rate jobs using point method.
e) Individually rate jobs to ensure reliability.
f) Resolve any discrepancies in point totals.
g) Rank jobs in each job structure according to results of your
point evaluation.

Section 1: Internally Consistent Job Structures is due at the end
of Module Five. It will be
graded with the Milestone Two Rubric.
Milestone Three: Section 2: External Competitiveness
Section 2 shifts your focus outside of the firm to understand its
relationship with the external marketplace. You will use market
survey data to compare pay
rates of positions inside the firm with those in the marketplace
to establish the foundations of market-competitive pay. The
analysis of market data also leads
you to the determination of appropriate pay-policy mixes for
each of its job structures. In this section, you are asked to use
CompAnalysis software developed by
Howard Weiss at Temple University, which is also available in
MyManagementLab.
In Section 2 of this simulation, you will shift your focus from
concentrating on e-sonic’s internal consistency to its external
competitiveness. First, you will be
introduced to the tools compensation professionals use to
allocate total compensation most effectively within job
structures. Many employees are unaware that
their total compensation consists of much more than just base
pay. Compensation professionals allocate total pay (for
example, base pay, benefits, and different
types of incentives) to motivate employees in different ways.
You will use some of these tools to develop pay policy mixes
for each e-sonic job structure. Next,
you will consider pay policy level decisions for each job
structure.

You will then use CompAnalysis (the included software
program) to conduct an external market survey. Specific
instructions provided with the software program
will guide you through the steps involved in the compensation
survey exercise. Finally, you will report survey findings,
interpreting regression analysis results
generated by the software, and provide an explanation of major
decisions reached.
Section 2 Outline:
Executive Summary Findings
1. Determine Appropriate Pay-Policy Mix
2. Pay-Policy Level Decisions
3. Compensation Survey
a) Choose competitors based upon industry, size, and union
status.
b) Select benchmark jobs for each structure using benchmark
job descriptions.
c) Reconcile differences using the benchmark job comparison
sheet.
d) Update salary data for inflation using CPI-U.
4. Implementation of Salary Survey Results
a) Report and interpret results of regression analysis for each
job.
b) Integrate external and internal structures by creating pay
grades and ranges.
c) Evaluate and summarize decisions made for each job
structure.
Section 2: External Marketplace is due at the end of Module

Six. It will be graded with the
Milestone Three Rubric.
Final Submission:
The final project is due at the end of Module Seven. This
version will include all revisions based on feedback from your
instructor to the Executive
Summary/Strategic Analysis, Section 1: Internally Consistent
Job Structures, and Section 2: External Competitiveness. It
should be prefaced with a 1–2-page
historical perspective on compensation and close with a 1–2-
page summary of how you used strategic approach, research,
communication, analytical skills, and
problem-solving to present a compensation package tailored for
e-sonic. Each section of the final project should be 5–7 pages in
length. This submission will be
graded with the Final Project Rubric (below).
Final Project Rubric
Requirements of submission: Each section of the final project
must follow these formatting guidelines: 5–7 pages per section,
double spacing, 12-point Times
New Roman font, one-inch margins, and discipline-appropriate
citations.
Instructor Feedback: This activity uses an integrated rubric in
Blackboard. Students can view instructor feedback in the Grade
Center. For more information,

review these instructions.
Critical Elements Exemplary (100%) Proficient (85%) Needs
Improvement (55%) Not Evident (0%) Value
Historical
Perspective
Meets “Proficient” criteria and
includes pertinent facts that
demonstrate a sound grasp of
the historical perspective
Describes compensation in the
U.S., including several facts
from a historical perspective
Describes compensation in the
U.S., including facts from a
historical perspective, but may
have gaps in the chronology
Does not present a historical
perspective of compensation in
the U.S.
10
The Strategic
Analysis
Provides in-depth analysis that

includes an executive summary
and the strategic analysis with
all of the elements of the
outlines provided in the Building
Strategic Compensation Project
documentation, demonstrating
a complete understanding of all
concepts
Provides in-depth analysis that
most of the elements of the
documentation
Provides an analysis that
some of the elements in the
documentation
Does not provide an analysis
that includes an executive
summary and/or the strategic
analysis with elements in the
documentation
20
Section 1: Internally

Consistent Job
Structures
Provides in-depth job structures
with all of the elements of
Section 1 of the Building
documentation
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
Compensation Project
documentation
Provides most job structures
with some of the elements of
Section 1 of the Building
documentation
Does not provide job structures
with elements of Section 1 of
the Building Strategic
documentation
25
Section 2: External
Competitiveness
Provides in-depth market
competitiveness report with all

of the elements of the outline
provided in Section 2 of the
Building Strategic Compensation
Project documentation
Provides market
competitiveness report with
most of the elements of the
outline provided in Section 2 of
documentation
Provides market
some of the elements of the
outline provided in Section 2 of
documentation
Does not provide market
elements of the outline
provided in Section 2 of the
Building Strategic Compensation
Project documentation
25
http://snhu-
media.snhu.edu/files/production_documentation/formatting/rubr
ic_feedback_instructions_student.pdf

Summary Presents a 2-page summary
explaining in depth use of
strategic approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic
Presents a 1-2-page summary
explaining use of Strategic
Approach, research,
Presents a 1-2-page summary
explaining use of some of the
elements such as strategic
approach, research,
Does not present a summary
explaining use of strategic
approach, research,

10
Writing
(Mechanics/
Citations)
No errors related to
organization, grammar and
style, and citations
Minor errors related to
Some errors related to
Major errors related to
10
Total 100%
ASSESSMENT OF E-SONIC COMPANY
1
ASSESSMENT OF E-SONIC COMPANY 4

Assessment of E-Sonic Company
Trystia Savor
Southern New Hampshire University
Company’s executive summary
The report provides a comprehensive analysis of the company’s
compensation method, the strategies developed in the company
and the main intention of developing a music store.
The report also gives a summary of the company’s goals and
problems that the company face in attaining its goals. It also
gives the suggestions of the company’s responsibilities in
ensuring that the companies achieve its goals and a
compensation system that is compatible with the organization’s
objectives. The assessment is important in providing
information to the company that will enable participation in the
external markets (Lewellen & Martin, 2007). Through
implementation of the competitive systems the company is able
to achieve the best sales. Additionally, the paper provides
techniques to deal with the challenge experienced in the
external market like demand from outside countries and internal
factors like human welfare. We shall investigate on the role of
the company in influencing its buyers. What are the techniques
used by the company to attract online buyers of music online?
What are the maintenances of the software by the company?
The music sector is faced with lots of competition. However,
there are other forms of production not only on music sector.

The new innovations have been due to reduced demand for CD’s
users. The current world is developing very fast
technologically. This creates an expansion opportunity to the E-
Sonic company to increase their productions. The company is
also advised to value the installation cost well as the revenue
payable when using developing online music for international
market. E-Sonic will be advantaged to acquire many customers
thus developing in the market (Robinson & Subramanian,
2007). There is need to consult from the experts and ensure
willing and gifted employees in the company. The company
should involve all the stakeholders in selecting the best
compensation system.
Strategic Analysis
E-Sonic company generates online music to its customers. The
identification of the company is by code: 334614 and 512220
from the NAICS. It is grouped as
software with additions of tapes, record producing instruments
and compact disc. The company is also involved in production
of games cartridges (Whitehead, 2002). The company deals with
films that produce and circulate sound recordings. Despite the
fame of productions, demand has been low for the past five
years; upgrading from compact discs also lead to great losses in
the company. The products are then distributed all retail and
whole sale shops in both the surrounding markets and
international markets.
In the music industry, there is a great competition of companies
trying to acquire as many customers as possible. The main
competitors are ITunes, Amazon and other free sites of music
download. The market is faced with a challenge of online
robbery and music piracy. There should be some set rules or a
computer software that protects music products from robbery.
This will create a better forecast in the future productions of the
company (Pearce & Subramanian, 2007). E-Sonic ensures
production of quality films and recordings to acquire stable
market in the competing market. The media sector is developing
every day with different innovations. This equates to the income

generated to the music companies; music industry is thus a long
term prospect.
Assessing labour markets
Labour market evaluation is a crucial tool for a business in
identifying the current and possible impacts in the future on the
workers qualifications and treatment. There are different
capacities of employees in E-Sonic; some are customer services
employees, software engineers, researchers among other
positions. In 2012 the compensation rate was $14. 70; which is
expected to increase with an estimated percentage of 13%.
The core concentration of the company is the consideration of
the clients’ needs in the company. Clients’ services are
authoritative to E-Sonic Company in all means. Clients are the
ones who make up the goal of the company; without whom there
will be no E-Sonic. The company has to ensure that their
products and services are to the highest quality produced in the
highest standards possible. When clients are satisfied with the
products and services offered by the company, there are
minimal disputes in the company (Rappaport, 2009). The very
close employees who get in touch with the clients like the
customer service agents should exercise high standards of
decency and provide all the answers to the clients. Clients are
also important in the company to ensure that they provide
important ideas of production to the firm. Bad services put off
the clients leading to poor market and bad reputation in the
society. With bad reputation, the company cannot develop.
Internal capabilities
The company has the abilities to improve to a better angle.
There are many innovations in the company to enhance
development. Administrative systems have also been improved
to ensure that the company management of assets is
professional. In order for E-Sonic Company to fit in the
competitive market, the company must ensure that all the
operations are carried out in accordance with the company’s
goals and objectives (Whitehead, 2002). Human resource
capabilities are assessed by analysing the qualities and the

weaknesses of the individuals. The company should ensure that
the human welfare is well looked into so that the employees are
comfortable in their working environment hence quality output.
Compensation rates should be reasonable
Internally consistent job structures
E-Sonic company emphasizes quality and reliability in
executing their responsibilities in the company. All the
employees have clear set of duty that outlines every individual’s
role in the company. The company has job descriptions as
follows; the administrative assistant is obliged to have
significant trust in the company. He or she has to ensure that his
individual preference does not interfere with his role. He is
supposed to execute his role without prejudice. The clerical
experts work the computer software to ensure that softcopy
information of the company is safe and accessible for use by
other employees (Whitehead, 2002). They handle outside
communication with the clients while ensuring that the
information is well fed into the company’s systems. They also
carry out other internal jobs that are executed for internal data
production and recording like photocopying documents and
filling. The other position is for a laborer specialist. He or she
is able to make acknowledgements in study matters and is also
skilled with business knowledge. E-Sonic company employs
individuals with a minimum of five years’ experience.
The position of a technology project manager is very crucial in
E-Sonic Company. The holder is responsible for vast activities.
He is responsible for all the activities around data handling in
the company. He acts as a supervisor to the other employees to
ensure that all they are able to follow all the set terms. He is
responsible in ensuring that different projects in a company are
executed (Rappaport, 2009). He also develops data innovation
investments; ensuring that all the strategies are executed,
providing comprehensive reports on all the requirements in
developing investment status information. The employee
responsible for degree statements should be a holder of MBA
Degree in IT or management course. The company also requires

that the employee to have a minimum of 5years experience. A
show case director is responsible in in working in corporation
with the developers and the mangers. He also does all the
processes relating to promotion of other employees. He acts as
staff representative representing the staff grievances to the
human resource manager.
The positions are different in prestige; some people have higher
ranks as compared to others, the company utilizes the
compensable component (Whitehead, 2002). The company
utilizes the build-point-evaluation method which analyses the
qualifications of an individual in allocating the job descriptions.
For instance, a labourer has different qualities from a customer
service agent. In evaluating the job positions in E-Sonic, the
company uses two main methods; the non-logical and rundown
strategies.
Calculation of point values is used in high ranked positions. The
motivations are estimated to be between 5 and 15 % on the
compensation rate per year. Pay policy mix involves the role of
the customer service representatives to solve all the disputes
from the clients. Clients may have complaints, concerns or
clarifications from the company. When such issues are not
attended conflicts are likely to arise. It is therefore crucial that
the client service representatives to have vast knowledge on all
the company’s information and on the products on sale.
Conclusion
Every company needs regular assessments on all the sectors. In
evaluating the internal structure of the company, the company
needs to identify the roles of employees, the internal structures
suitability and the sales of the company (Whitehead, 2002). The
external sector of the company is also very crucial to provide a
comprehensive analysis of the company’s competitors and the
market status of the products. E-Sonic company uses analysis of
both the external evaluation and internal evaluation to foster
development and increase production. It is very crucial for a
company to develop compensation rates and ensure that the
rates are compatible with the employees’ job descriptions and

ranks in the company.
References
Lewellen, W., Loderer, C., & Martin, K. (2007). Executive
compensation and executive incentive problems: An empirical
analysis. Journal of accounting and economics, 9(3), 287-310.
Pearce, J. A., Robinson, R. B., & Subramanian, R.
(2007). Strategic management: Formulation, implementation,
and control. Chicago, Illinois: Irwin.
Rappaport, A. (2009). Strategic analysis for more profitable
acquisitions. Harvard Business Review, 57(4), 99-100.
Whitehead Jr, A. H. (2002). First Annual High-Speed Research
Workshop.
E- SONIC Milestone 2

1
E- SONIC Milestone 2
8
E-SONIC Milestone 2
Trystia Savor
Job Descriptions
Sets of expectations
A set of expectations in as far as responsibilities are concerned
in a business undertaking refers to a composition articulated to
a particular occupation. Moreover, sets of expectations takes
into account obligations, purposes, and duties. When we talk
about an expected set of responsibilities we imply a vocation
layout or an extent of work for staff. A set of expectations
generally foster the effort used by staff or rather employees to
achieve set objectives in an organization.
Administrative Assistant- Responsibilities
It is the role of administrative professionals to possess
substantial multi-entrusting capacities. This kind of people
should be in a position to strike a balance between their
individual attitudes and working in dynamic environment where

change is inevitable. It is imperative that experience working in
the recording or innovation industry is a requirement.
Clerical Specialist - Job Duties
i. Make use of PCs through a variety of existing applications
like database management, PowerPoint for data presentation and
handling of word.
ii. Interacting with guests either through phones calls or
messages and ensuring they receive the data they require.
iii. Create, save, make data entry and maintain the data in the
computer system.
iv. Perform daily office operations using the office hardware,
like fax machines and photocopiers.
Laborer Specifications
A laborer here will be that person who has the ability to make
credits in as far as school preparing is concerned or who is well
acquainted with Business Field or firmly related field. Work
experience should be available with a minimum of Five years of
work experience working as an expert staff, especially
facilitating services between the middle and top level
management.
Data Technology Project Manager
The Information Technology Project Manager performs a range
of activities from arranging data innovation to overseeing the
handling of such data. A venture supervisor is tasked with
leading and managing dedicated staff to ensure that the
specialized terms put in place are adhered to. Also, the
supervisor serve as a contact amongst business and specialized
parts of undertakings. Moreover, there is another important role
of organizing and evaluating business suggestions for every
stage.
Data Technology Project Manager – Job Duties
i. Acts a manager to the execution of the venture. This in
essence is aimed at ensuring that staff work as per the existing
spending plan, timetable, and extension.
ii. Development of the data innovation investments is the task
of the manager. These encompass data on venture

advancements, and plans and financing, among others.
• ensuring that enterprise developments and deliverables are
as per planned.
• Link with venture faculty to ensure that issues arising from
operations or staff are resolved..
• Gather, breaks down, and compressing data and patterns to
yield investment status reports.
Factor Degree Statements
One has to hold either a MBA Degree in Information
Technology Studies or any other related field in Project
Management. A minimum of five years of experience is
required. This should be in a back to back administration in the
IT field/Project Management. This ought to be accompanied by
a four-year degree from an authorized establishment.
Showcasing Director – Job Description
As a showing casing director one plays a number of roles which
entails formulating and acting as a check on the exercises and
approaches to advance items and administrations as well as
working hand in hand with publicizing and advancement
administrators. Also, one is responsible for identifying,
creating, or assessing promoting procedures. This is possible
with learning of foundation targets in mind, market attributes,
and cost and stamp up variables are also considered. Finally, as
a showcasing director, one should work very close with the HR
Department with regards to issues on staff, for example,
advertisements on jobs, employment, performance appraisals
among others.
Client Service Representatives– Job Description
Client service representative communicates with customers by
phone or physically with regard to client issues like data
requests taking and entering orders, and handling their
grievances, among others. Monitor and make regular inquiring
on the issues raised by clients to ensure that solutions have been
offered. In case of client's administration or bills protests,
client service representatives performs exercises including
trading stock, and altering charging concerns to ensure that such

protests are resolved. There might be some clients who seem not
satisfied and, thus, this personnel will refer them to assigned
divisions for further examination. Finally, they keep records
generally on the clients.
Work Specifications
With a secondary school recognition or equivalent training, one
is allowed to hold this position. Interest should be seen from the
person in involving oneself in business related aptitudes,
information, or experience.
E-Sonic Job Structures
Compensable components – Administrative Assistant
Compensable components is concerned with those variables or
rather elements place one employment at a higher rank in an
occupation chain as compared to others. Organizations or the
HR departments make use of the compensable components to
differentiate among various professions. It might be said,
picking compensable elements is the heart of rule assessment
(O'Rourke & Hatcher, 2013). It is not only about ranking
occupations, but employees also get to know the factors
contributing to their remunerations and why the difference from
that of others (Wong & Laschinger, 2013).
Build Point Evaluation Method
Laborer Specifications
To qualify as a laborer, the following are required:
i. Holding an MBA in Marketing or any other advertising
related field. Experience is a minimum of five years in a top
management level dealing with advertising services.
ii. A Bachelor's Degree from a certified establishment in
advertising. This should be accompanied by a minimum of
seven years of experience showcasing in a high level
management position.
Client Service Agent
The customer administration operator is tasked with a close
interaction with E-Sonic customers through phone, email, and
live web visits. Through this, the official is able to give data
about E-Sonic's items and administrations, open and clear client

records, and keep records of protestations (O'Rourke & Hatcher,
2013). For one to operate well in this position, he/she has to
possess great deal of customer connection aptitudes, he/she
should be loving and caring, and importantly have the
experience to handle and manage client related worries in a
business situation (Wong & Laschinger, 2013).
Work Evaluation Methods
The main goal of the whole process of sets of responsibilities is
build an occupation order. The phase on work evaluation
methods is, therefore, vital. It deals with the efficient
correlation of employments. The two major methods which have
been put into practice in ensuring work evaluation are the non-
logical or Non-quantitative or rundown strategies (O’Rourke &
Hatcher, 2013).
Calculate Point Values for E- Sonic Jobs
The position dealt with in this discussion is higher in the rank.
This prompts us to use a higher rate of whole deal impulse
unlike the case of lower locating positions. Passing inspirations
can reach out between 5-15% of their total yearly compensation
(Glassdoor, 2015).
Pay Policy Mix – Customer Service Representative
It is the role of the customer service representative to settle the
issues of clients. This in most cases is as result of data required
by the clients or even protests, complaints and other grievances.
They should therefore possess vast knowledge of E-Sonic and
the data available in order to be answerable well to the issues
raised by the clients. This position is situated at 289.58 centers
for a section level position with three capable progression levels
inside the same occupation title (O'Rourke & Hatcher, 2013).
Center remuneration of a customer organization operator is
$32,353.

References
Korschun, D., Bhattacharya, C. B., & Swain, S. D. (2014).
Corporate social responsibility, customer orientation, and the
job performance of frontline employees. Journal of
Marketing, 78(3), 20-37.
O'Rourke, N., & Hatcher, L. (2013). A step-by-step approach to
using SAS for factor analysis and structural equation modeling.
Sas Institute.
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership,
performance, and job satisfaction: the mediating role of
empowerment. Journal of advanced nursing, 69(4), 947-959.
E-Sonic
1
E-Sonic 2

Executive Summary and Strategic Analysis of E-Sonic
Trystia Savor
Executive Summary
This section provides a summary of E-Sonic. The paper
provides a strategic evaluation of a compensation technique
utilised by Sonic Records along with their recently set up
branch and web-based music store that is the primary focus of
the paper, E-Sonic. The strategic evaluation demonstrates the E-
Sonic’s distinct difficulties, goals and projects which make it
possible for the company to align its objectives and goals of a
compensation technique that is going to be efficient with the
organisation’s strategic goals. The evaluation gives a better
comprehension of the corporation's business setting as well as
the external market issues that it may experience in conjunction
with the global capacities as they aim for better positioning of a
competing system model. Through an efficient analysis of the
corporation's industry environment along with problems
encountered, such as industry prospects, industry profiles,
competition, internal functions, long-term labour assessments,
foreign demand, as well as Human Resource capacities, the
corporation is set to turn into a leader within the web-based
music industry. The paper investigates the E-Sonic’s impact on
the distribution of music on the internet as it ventures on a
sector that is consistently evolving with innovative software and
promotion strategies. To reign over the industry, it is
fundamental to provide consumers with a modern brand through
exceptional customer care. Nonetheless, research on the
industry regarding client demands and requirements of well-
informed customers additionally have significant roles to play.
Regardless of rivalry, there exists room available not just for a
web-based music store circulation, but also for new brands in
the industry, like e-books, as well as on demand e-video.
The introduction of new business models continues to
be linked to the decreasing of the request for compact discs.

While the supply of internet merchandise could be beneficial in
today's era, it is essential towards the company and could yield
profits over time. Consequently, E-Sonic will recognise and
fulfil the requirements of foreign demand. On the global level,
digital revenues consist of more substantial share associated
with the music earnings. However, the administration has little
understanding of online marketing as well as software
development. Taking advantage of the promotions through
outstanding service provision which goes past the local industry
could offer a greater clientele. Alternatively, in addition to the
professionals researching the market and software programmers,
highly skilled and competent teams are necessary to provide
aggressive incentives for employment and maintenance reasons.
Furthermore, with a beneficial and motivating perspective for
E-Sonic, the compensation consulting workforce indicates an
industry aggressive compensation structure that identifies the
accomplishments of the specific contributors
E-Sonic’s Strategic Analysis
The Organization is a branch of Sonic Records and offers a
web-based service involving downloadable music. Moreover,
the recognition of the organisation, based on the NAICS is
categorised with two particular codes: 512220 and 334614. In
relation to the United States Census Bureau, the code 334614 is
categorised as software along with other purchased CD,
cassette, and also record making which is mainly involved in
bulk reproducing computer in addition to different prerecorded
video and audio materials in the optical and magnetic media.
These consist of the cartridges, CD-ROMs, and DVDs.
Therefore, these bodies failed to create any application or
created any video or audio products. The sector composed of
organisations that reproduced game cartridges in bulk. The code
512220 is pertinent to the incorporated record distribution or
production (Martocchio, 2015).
The market consists of corporations that handle releasing,
marketing along with the distribution of audio recording
materials. These organisations develop and make plans for the

production of recordings as well as the advertising and
distribution of these products to bulk suppliers, retailers or
straight to the public. Businesses within this industry create a
master recording on their own or acquire reproduction as well
as allotment tights to master recordings which are produced by
corporations that create records along with other integrated
businesses.
External Market Environment Analysis
Analysing several aspects of the external environment, this
segment seeks to examine the profile of the marketplace.
Additional factors, like finalisation, foreign demand, along with
the sector’s extended potential clients in conjunction with
labour industry that incorporates the company's business.
Therefore, the external environment which the corporation faced
with the decrease in demand for utilising its audio CD’s which
makes it the company's welfare to modify their interest and
boost their business structure. Additionally, the internal
environment, setting up an aggressive as well as appealing
completion framework would draw in and keep the best
expertise.
Industry Profile
Being an innovator in the creation and recording studio
industry acquiring billions of dollars in gross income, the
corporation experienced a serious drawback with the decrease in
the demand for the audio CDs in the past five years.
Furthermore, considering the advancement of technological
innovation and improvements in media accessibility, options to
compact disks have significantly challenged the industry.
Regardless of the various policies enforced by the authorities to
manage music piracy, the corporation has experienced several
complications to the degree that there have been cutbacks in
revenue that surpassed more than 30%. Additionally, there have
been several laws which have been joined with the fear of
lawsuits on perpetrators, which were regarded as being
illegitimate. Furthermore, the rise of numerous internet music

stores is an evidence of the high consumer demand. Therefore,
the corporation has been motivated to conform to the modern,
innovative music distribution strategy as well as modify rapidly
towards the adjustments encountered within the sector to create
E-Sonic.
Competition
Even though E-Sonic's competitors could be competitive,
the corporation is resolved not to be left behind through
creating a web-based music store which will contend with
formally settled participants within the sector. With opponents
such as Amazon, i-tunes and Rhapsody, as well as free
Customizable and Online Radio Stations, e.g. IHeart and
Pandora, they ought to be aware of being able to develop a
centred technique along with a digital strategy to rival the trap
of web-based robbery. The corporation has to be acknowledged
from the competitors by marking a straightforward encoding
phase. Their goal is to "make the planet's driving internet music
store; ensuring the distinction of Sonic Records within the
future of the record business.
Foreign Demand
As pointed out in a 2013 New York Times report, external
demand statistics documented by the International Federation of
the Phonographic Sector provided substantial assistance.
Regardless of the reality that the music industry's decrease
altogether appeared dreary, sophisticated promotions along with
other new wellsprings of revenue developed altogether
sufficiently to make up for the decline in CD deals. Although
once believed that the proposed advanced change was harming
the music industry, in reality, it is believed that nowadays it is
beyond doubt sparing the industry as pointed out by Edgar
Berger, the chief executive officer of Sony Music
Entertainment. Highly developed conveyance of music has
decreased the overhead of the organisations' records; in this
way, bouncing on the temporary fad, E-Sonic can exploit the
demand and encounter robust productiveness within the
forthcoming years.

In America as well as other nations, such as India, Norway and
Sweden, digitised deals currently constitute over fifty percent of
the music earnings while the managerial capabilities, as well as
information, are back in demand. As an illustration, "book
distributors in New York and London…” have been procuring
digitised professionals not close to record establishments,
specialists point out, as they attempt to develop their electronic
book institutions. Just another agressive edge that E-Sonic will
have to conquer.
Long-Term Prospects in the Sector
The long-term marketplace perspective about E-Sonic is
certain and strengthening. As portrayed by PwC, more than 60%
of revenue production from publicising and buyers is going to
be highly developed. Moreover, the administrators believe that
of the US$241bn growth in all out entertainment along with
media client and publicising earnings throughout 2013 to 2017,
US$156bn is going to come from digitised sources. Thus 65% of
global diversion as well as media advancements are going to
come from digitised sources. Through the development of new
marketplaces as well as creating new models, the music industry
keeps on improving and developing. This advancement has
amassed consumers and expanded the global category of
onlookers for craftsmen. Innovative downloads continue to be a
vital income stream; by and by, downloads represent 66% of
digitised earnings serving to push computerised advancement in
developing market segments, for instance, South Africa, Hong
Kong, Philippines and Slovakia.
Evaluation of the labour market
A labour market assessment is essential to illustrate
important business segment characteristics, the current labour
supply as well as future patterns influencing the availability of
competent employees for E-Sonic. Besides a percentage of the
ordinary careers, the most outstanding careers at E-Sonic
include Customer Service Representatives, Software
Engineers/Developers as well as Market Research Analysts.
Client Service Representatives deal with consumer protests,

procedure arrangements, and provide information about the
products and services of the company's associates. The middle
time-based compensation was $14.8 in May 2012 having an
expected improvement of 13% from 2013 to 2023, about as fast
as the usual for every profession.
Client services are essential to E-Sonic for various reasons. As
a matter of fundamental significance, consumers are paramount
to an organisation; therefore, it would be challenging for E-
Sonic to be productive without client services. Customer
services are often the primary contact the consumer has with an
organisation. In case consumers spend much cash annually with
a corporation they expect the company's customer service
department to ascertain their matters. Client Service is
furthermore fundamental to E-Sonic because it can recognise
this company from its competitors. A corporation that provides
exceptional customer services will likely to get rehash business
consequently benefiting with more significant deals and profits
(Pfanner, 2013). At the point when a client has a favourable
participation with a company's consumer services department,
there will possibly discuss their feelings thus improving deals.
On the other hand, undesirable Client Service can repeatedly
tarnish a company's prestige conceivably leading to loss of
revenues.
Functional Capabilities
Taking into consideration the functional abilities will
demonstrate essential to E-Sonic's prosperity; and through the
assessment of these kinds of operations like constructing,
innovative work, administration data frameworks, HR and
marketing an entire payment system can be developed and one
that functions according to the company's business goals.
Competition between web-based music stores causes it to
become essential for E-Sonic to keep up practical capacities
especially in marketing and operations to get the message from
agressive offerings. Regardless, capacity obtaining and
maintenance have to adapt to the corporation's pay strategy
efficiently.

Human Resource Capabilities
Human Resource capabilities are evaluated by the investigation
of the attributes and shortcomings of E-Sonic's labour strength
having an objective to format a pay strategy trusted with
capacity obtainment and maintenance exercises. The details of
the coefficients, as well as enhanced profitability, drives the
heart of their aggressiveness within the market. Starting merit
plans can improve the consumer management experience
through compensating employees with predetermined execution
motivating forces (Martocchio, 2015). In the same manner, pay-
for-learning initiatives would reward Programmers and Software
Engineers.
References
Garside, J. (2014). Music streaming breaks through $1bn sales
barrier.
Martocchio, J. J. (2015). Strategic Compensation: A Human
Resource administration approach (8th Ed.).
Pfanner, E. (2013). Music Industry Sales Rise and Digital
Revenue Gets the Credit.

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