Title topic An analysis of effective Marketing campaigns

Title topic : An analysis of effective Marketing campaigns to
promote Blended study in Canadian universities
Need to write a Research proposal for 5 to 6 pages for above
topic with references, need to cover below points precisely
Introduction : Proposal introduction has five components –
· Establishing the problem leading to the study
· Reviewing the literature about the problem
· Identifying deficiencies in the literature about the problem
· Targeting an audience and noting the significance
· Identifying the purpose of the proposed study
The Importance of Introductions :
· Sets the stage for the project
· Creates reader interest in the topic
· Establishes the problem leads to the study
· Places the study within the larger context of literature
· Reaches out to a specific audience
· A research problem is the problem or issue that leads to the
need for a study
· Potential sources
· Personal experience
· Debate in the literature
· Literature gaps that need to be addressed
· Policy debates (in government)
· Research Problem ≠ Research Question
· Write one paragraph per element (about 1 or 2 pages)
· State the research problem

· Review studies that have addressed the problem
· Indicate deficiencies in the studies
· Advance the significance of the study for particular audiences
· State the purpose statement
· Outline : Purpose of Statement, its Significance and Meaning,
Mixed methods purpose statement (Qualitative purpose
statement + Quantitative purpose statement )
· The purpose statement
· Indicates why you want to do the study
· Indicates what you intend to accomplish
· Is the central controlling idea in a study
· Is written in a sentence or several sentences
· Sets the objectives, the intent, or the major idea of a proposal
or a study
A mixed methods purpose statement:
· Contains
· Information about both the quantitative and qualitative strands
of the study
· A rationale for combining quantitative and qualitative strands
· Guidelines include
· Begin with words that signal intent: purpose, study aim, intent
of
· Indicate the overall purpose of the study from a content
perspective
· Indicate the type of mixed methods design (e.g. convergent,
sequential)

· Reasons for combining both quantitative and qualitative data
Format
A mixed methods purpose statement: Exploratory sequential
design
This study addresses ___________ [content aim]. The purpose
of this exploratory sequential design will be to first
qualitatively explore with a small sample and then to determine
if the qualitative findings generalize to a large sample. The first
phase of the study will be a qualitative exploration of
___________ [the central phenomenon] in which ___________
[types of data] will be collected from ___________
[participants] at ___________ [research site]. From this initial
exploration, the qualitative findings will be used to develop
assessment measures that can be administered to a large sample.
In the tentatively planned quantitative phase, ___________
[instrument data] will be collected from ___________
[participants] at ___________ [research site].
Week 3: Compensation & Benefits 2
Introduction
Now being several weeks since our tele-communication
company Compensation
Manager (CM) asked me to provide recommendations on
automated compensation

tools. Being as large as our company it’s imperative we start
working smarter and
efficient. Especially since the wave of technology in HRIS
adaptation. Our current
HRIS software is well used and acceptable among our peers and
employees, however
with the initial adaption and software upgrades of Peoplesoft
the program is lagging
Compensation reports. The compensation department and
analysts within are still
having to spend a lot of time in compensation management of
maintaining, comparing
and tracking compensation data. Yearly the compensation
administration has sought to
condense avenues of their data from salary surveys, comparing
benchmarking jobs and
expanding salary ranges. The CM has now asked me the Human
Resources Manager
to provide market research recommendation on HRIS
compensation outsourcing
companies that can assist with the automation of our company
needs. As I awaited in
the conference room, I began looking over the market research
proposal and RFI/RFP

received from two of the top compensation companies. The two
companies I selected
were Corporate Compensation Partners LLC. and Harvest HCM.
Both companies were
noted on the SHRM vendor directory and are top rated and have
positive reviews from
their clients. The conference room door opens and the Chris
Greone our Compensation
Manager walks in as we exchange greeting, I conveyed to
Greone the appreciation
towards being asked to gather the information and make
recommendation as it had
been a long time since I made a recommendation of HRIS
software or outsourcing.
Within the context of this paper I will share the strategic roles
of the automated
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compensation tools, the integration of such tools into our HRIS,
along with both

companies’ compensation products and services with my
recommendations.
Compensation Philosophy
As a multi-million global tele-communication company with
15000 employees in
various roles and responsibilities our company compensation
philosophy is essential
has been our benchmark towards attracting, motivating and
retaining talented
employees who drive our company’s success. Our company
compensation
administration supports the mission and values. We believe our
compensation program
is a management tool that align with industry standards,
supports, reinforces our
number resource, our employees. It is our intention to use a
competitive system to
determine the current market value of a position based on the
skills, knowledge and
behavior. We have strived to provide the base salary that meets
the market (50th
percentile) when employees are fully proficient. In addition to
the base salary we utilize
incentive or variable pay to meet the strategic goals of the

company to include executive
compensation, promotional increases, bonuses and merit
increases. The overall
compensation system is objective and non-discriminatory.
Compensation Tools/Automation
Our compensation team has been instrumental in implementing
the compensation
philosophy into action through various utilization tools. Such
utilization compensations
tools included the following:
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Theses tools have been utilized by our Compensation team
down through the years
however with the rapid growth of US operations we are

exploring automation of these
tools towards efficiencies’ in US operations and integration into
our HRIS. The
compensation utilizations of these tools have been the integral
puzzle piece of our
company success to attracting highly qualified candidates while
retaining and motivating
top performing employees. For example, the salary surveys
provide market data on
wages based similar positions within the industry. The salary
data is constantly
changing due to the growing supply and demands in the job
markets. Our company
analysts have been utilizing the comprehensive salary
information from the Bureau of
Labor Statistics (BLS).
The salary survey data also helps with defining our company
salary ranges. The salary
range is the range of pay the company is willing to pay to
employees for performing job
function (Heathfield, S., 2019). The ranges are set up through a
minimum, mid and
maximum ranges of pay amounts and determined by market pay
rates/studies doing

similar industries in the same region of the country (Heathfield,
S., 2019). Salary
forecast is also an essential puzzle piece in the compensation
administration utilization
tools that is currently being used by our team. Forecasting and
budgeting is contingent
on our company business performance, labor cost and workforce
movement and
operations. Through the various US locations our team reviews
salary increases within
market adjustment, cost-of-living and performance-based
increases. The ability to
forecast and budget promotional increases along with incentive
pay for top performer
has become an evolving and strategic role within our
compensation team utilization
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tools. Currently our compensation team have been utilizing
market research data from

various reliable sources and maintaining data in company
SharePoint drive. The data
has been piling up throughout the years and maintained through
the compensation
team. With the current and projected company growth within
the next two to three years
it has been determine in order to maximize company
compensation administration
towards automation of these utilization tools. Our company
strategic compensation goal
is the effective utilization of compensation tools in the
following areas:
petitive positioning
These five areas will assist our compensation team in avoiding
costly mistakes and
taking advantage of compensation resources and tools (Toman,
R., 2019).
As I shared with the CM one of the primary areas needed for

this operational project
would be the integration of our company HRIS. As a critical
factor in the company
operations the compensation tools must be compatible.
Secondly the automation of the
tools would have to eliminate company risk of data begin
skewed, human error and any
future risk of litigation towards disparities and wage
discrimination. The good news I
shared with CM was that I found multiple outsourcing
compensation consulting
companies that could provide the compensation tools as a
service and/or design a
software program connected to our HRIS as a data source.
From my initial RFI I
received multiple companies’ proposals, however, will share the
top two proposals. The
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two compensation companies are similar alike however have a

variety of enhancing
compensation tools and services. The top two companies for
proposal are Corporate
Compensation Partners LLC. and Harvest HCM. Within the
next area of this paper we
will review these two compensations companies and their tools
as discussed with the
CM.
Recommendations
Corporate Compensation Partners LLC (CCP) is a compensation
management
consulting company that partners with companies in
compensation advisement and
services. The company was founded in 2004 by current
company President Rodney
Cottrell in Pittsburg, PA. The company specializes in
compensation analysis, diagnosis,
and design. There services also include:

-Profit Compensation
EHResearch Data
Services
CCP is highly recommend through client reviews and can ensure
seamless of operation
of salary data integration.
Harvest HCM
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Harvest HCM is a full-service HR solution consulting company
providing and supporting
HR processes. Customized software and compensation
advisement can be tailor made
for HRIS integration. There services also include:
Programs

-Time Data and Reporting
Management Complexity and Save Time
The integration of the Harvest HCM is a cloud-based
technology compatible with
integration with HRIS.
Conclusion
With the above recommendations I highly suggested to the CM
to review the detail
RFPs’ as other pivotal information is included along with the
company credentials and
affiliations. Since at this point no reduction of force or position
elimination within the
compensation team is being considered both compensation
companies’ services
enhanced compensation tools would be compatible for HRIS
integration.

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References
Heathfield, S. (2019, June 25). How does a Salary Range Work.
Retrieved from
https://www.thebalancecareers.com/how-does-a-salary-range-
work-1918256
(n.d.). Retrieved from
http://www.corporatecomp.com/company.php
(n.d.). Retrieved from
https://www.harvesthcm.com/compensation-management/
Torman, R. (2019, September 16). Five Reasons You Need a
Salary Survey. Retrieved
from https://www.pearlmeyer.com/knowledge-share/article/five-
reasons-you-
need-a-salary-survey

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The "Right" Compensation Administration Productivity Tools
To be considered complete, all written assignments must
include proper citations within the body of the paper when
relevant, as well as a Reference section. Failure to cite outside
sources is plagiarism and will be treated as such! You must also
include a title page. Do not include pictures or graphics. All
documents must be in Word format and placed in the Dropbox
by the assignment deadline. Quoted material in this assignment
should be <5%.
Assignment Description/Scenario
Consider yourself to be the Human Resource Systems Manager
for a Global Corporation with about 15000 employees across
various countries. Your company has 10000 of those 15000
employees in the U.S. You have been approached by the
Corporate Compensation Manager asking your help to find
specific Compensation Administration productivity tools for the
US operations only.
The Compensation Department regularly must do some data
intensive tasks such as:
1. Participating and analyzing specific salary surveys to
compare your company's compensation data with those of
similar companies in similar or related industries. The
compensation analysts must go through an annual exercise of
benchmarking jobs and then inputting your company's data into
external salary surveying systems. After that the Compensation
Analysts will engage in analyzing and comparing benchmarked
survey data to internal data in the effort to update salary ranges
for a Salary Ranges based Compensation System or do market
pricing for a Market Based Compensation System.
Also, the compensation department must work with line HR
managers and HR Reps. during the annual salary planning and

budgeting process working in conjunction with the Finance
Department.
The Compensation Manager wants to automate these tasks
which are now done by Compensation Analysts by hand. So, the
Compensation manager wants your help in finding automated
Compensation Administration Tools.
Tools such as a Salary Survey Analyzer to automate the entire
Salary Surveying process, 2) Salary Range Developer to
automate the number crunching steps in updating Salary Ranges
and Merit Matrices and 3) a Salary Forecasting and Budgeting
Tool to automate this other annual number crunching process.
The Assignment
Your job as the Human Resource Systems Manager is to search
the web, do library research and find appropriate tools that can
interface with your current HRIS system.
In this written Assignment your task is to research various tools
available in the market and write a 7-page maximum paper
summarizing for the Compensation Manager what appropriate
standalone tools are available in the Market which the
Compensation Manager might be able to adopt in their
companies.
The best way to go about writing this paper would be to find
who the major Compensation Consulting companies are and
then search their websites of what they offer by way of these
tools. Hint: Radford Associates.
The following information must be included in your completed
paper. Use the headings outlined below for your paper.
Grading Rubric:
Paper Headings
Description
Points

Introduction
Introduction provides sufficient background on the topic and
previews major points.
5
Elaborate your understanding of the specific tools in question
Explain in a comprehensive manner the specific tools the
Compensation Manager is looking for. What is importance of
these tools? Why is it important to automate these tasks? What
is the difference between the Compensation Systems discussed
in Assignment Description? Do you need to assist in the
application of these tools by building various interfaces
between your HRIS system and the outside party? For example,
in order to automate Salary Surveying how to upload your
company's salary data with the automated salary surveying
process of the Survey company.
40
Report on the available tools that are available in the
marketplace.
Review the tools you would recommend to the Compensation
Manager. Explain why you chose these automated tools.
Describe and explain the vendors who are providing these tools.
Explain how these automated tools can be integrated into the
HRIS systems. Be sure to fully explain your reasons for
selecting these tools. Be sure to properly cite your sources!
40
Conclusion
Conclusion is logical, flows from the body of the paper and
reviews the major points.
5
Mechanics
Paper Mechanics
· There is a hard 7-page maximum for this paper, however, it
should be thorough, yet concise.
· Include all aspects of the assignment criteria, outlined on the
previous page—these are good paper headings.
· There should be minimal quoted material in this paper, <5%.

· Cite in text when using words/thoughts that are not your own.
All sources must be appropriately cited—use APA for in text
and reference list citation formatting.
· Include a reference page for source(s).
· Follow APA formatting for citing and the reference page.
· Put the paper title information on a separate page.
· Use 12 pitch font (Arial, Times Roman), double spaced, and
1" margins as a standard format.
· Do not include extra lines between paragraphs, etc.
· Grammar, punctuation, spelling, etc., will all be taken into
consideration when awarding points.
· Proofread your papers before submitting. Spell check is not
foolproof.
· Re content, if you make a statement, for example "all people
who break the law should improve their communication skills to
stay out of jail," you need to substantiate that statement. If that
statement is not your own thought or a statistic, cite. If it is
your opinion, state that and explain what led you to that
conclusion. Provide enough information to validate and explain
the statement.
· Treat these assignments as real-world situations. This will
give you the opportunity to practice how you would research
and provide information as an HR professional.

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