Case Study InstructionsUsing the given examples, answer the qu.docx

Case Study Instructions
Using the given examples, answer the questions by paraphrasing
in your OWN WORDS the questions below for Case Study 2
assigned for the specific assignment. requires 3–4 full pages
and at least 5 scholarly, resources, NOT the sources used in
case study examples.
The case studies are as follows:
· Case Study 2 – Case Study from Chapter 7
1. What are some of the possible Strategic Considerations in
Establishing a Pay Structure at Nutriment?
2. Should Jack suggest a Pay Policy to Lead, Lag, or Match the
Market?
3. What are some recommendations/conclusion?
The specific requirements are as follows:
· Cover page, abstract, reference page, and appendices do not
count toward the minimum page length requirement.
· NOTE: The abstract is about the overall paper. NOT a
summary of the case, and MUST be about the findings or
resolution
· At least 5 scholarly sources are required.
· Use the current APA format to ensure that you correctly cite
your sources.
· The use of sources such as Wikipedia, Investopedia, blogs,
personal or corporate websites, or even pay-for-paper or
solutions-type websites will result in an automatic 0.
· Do not write in question/answer format; you will receive an
automatic 0 if you do. Instead, use the questions to guide and
form your paper.

GRADING RUBRIC for REFLECTION PAPER
Page 1 of 4
CRITERIA FAILS TO MEET
EXPECTATIONS
0
NEEDS
IMPROVEMENT
5
MEETS
EXPECTATIONS
8
EXCEEDS
EXPECTATIONS
10
YOUR
SCORE

ORGANIZATION
Clearly organized
introduction, body,
conclusion
Fails to meet this
criteria by obvious
disregard for the
expectations stated in
the criteria;
Disorganized and the
reader can not follow
the paper at any
length
Disorganized, leaves
reader wondering
what is being said;
abrupt ending
Paper has intro,
body, and conclusion

but may take a re-
reading to understand
Easy to read, topic
introduced, organization
clearly evident with
proper introduction,
body, conclusion
Does this paper
address the prompt
or the topic?
The topic of the paper
is not addressed at all;
Fails to stick to the
topic therefore fails to
meet the criteria
Student does not
clearly identify his/her
reflections about the
topic; may veer from
topic

The entire paper’s
content relates to the
prompt or topic; the
student explains his/her
reflections about the
topic but may take a re-
reading to
understand
The student’s reflection
about the topic is
explained in clear
language; immediately
interesting and supported
with detail
Paragraph
Organization and
Writing Style: Ideas
are clearly
connected and

make sense
Fails to meet this
criteria by obvious
disregard for the
the criteria
Paragraphs are
disorganized; ideas are
included which do not
relate to the main idea;
ideas are not connected
and have little or no
supporting details; one
sentence paragraphs
Each paragraph has
a central idea that is
supported with details;
ideas are connected and
important points make

sense
Each paragraph has a
central idea; ideas are
connected and
paragraphs are
developed with details;
paper is easy to read and
“flows” naturally in an
organized pattern
Page 2 of 4
CRITERIA FAILS TO MEET
EXPECTATIONS
0
NEEDS
IMPROVEMENT

5
MEETS
EXPECTATIONS
8
EXCEEDS
EXPECTATIONS
10
YOUR
SCORE
ORGANIZATION
Fails to meet this
criteria by obvious
disregard for the
the criteria
Paper is shallow and
does not present
detailed evaluation of
reflection about the

topic; little use of
business literature to
support thought
The paper shows
that the student has
thought about the topic
although the written
presentation may
appear weak or lack
clarity; use of business
literature to support
thought
Paper provides evidence
(through the use of
description, details, and
use of business
literature) that the
student has examined
his/her own belief

systems and related this
to their current views
about the topic; use of
business literature to
support thought
Page 3 of 4
CRITERIA
FAILS TO MEET
EXPECTATIONS
0
NEEDS
IMPROVEMENT

5
MEETS
EXPECTATIONS
8
EXCEEDS
EXPECTATIONS
10
YOUR
SCORE
GRAMMAR
Basic writing
expectations:
mechanics,
spelling,
grammar, or
punctuation
errors
More than 8
grammatical ,

punctuation, or BWE
errors
4-7 grammatical,
punctuation , or
BWE errors
Between 1-4
grammatical,
punctuation, or
BWE errors, but
they are minor and
do not detract from
the paper
No errors whatsoever!
Use of transitions
to connect
sentences and
ideas
Fails to meet this
criteria by obvious
disregard for the

the criteria
Choppy; sentences
do not connect or
transition well; ideas
do not connect
Paper expresses the
ideas of the author;
sentences relate to
one another; may
take a re-reading to
understand
Paper is easy to read and
makes sense the first
time it is read. It is
interesting and well
written; sentences
connect and flow.
Correct choice

of verb tenses,
words,
Avoidance of
wordy phrases,
correct use of
pronouns
Fails to meet this
criteria by obvious
disregard for the
the criteria
Improper use of
language or slang;
wrong word choice;
appears “padded”
Occasional wrong
word choice;
somewhat wordy
but not enough to
detract from the
summary; May

occasionally use the
wrong tense.
No wrong word choice
or slang; uses correct
verb tense and pronouns.
Well written and use of
words convey meaning
Page 4 of 4
CRITERIA

FAILS TO MEET
EXPECTATIONS
0
NEEDS
IMPROVEMENT
5
MEETS
EXPECTATIONS
8
EXCEEDS
EXPECTATIONS
10
YOUR
SCORE
FORMATTING
Follows APA
professional
writing style of
using 12 point

Times New
Roman font,
1inch margins all
around, correct
APA headings
Fails to meet this
criteria by obvious
disregard for the
the criteria; 3 or more
errors
Meets the criteria
with 2 errors
Meets the criteria
with 1 error
Exceeds this by
completely meeting all
of these requirements
with NO exception!

Correct format of
title page
including
running head,
page numbers,
correct page
justification
Fails to meet this
criteria by obvious
disregard for the
errors
Meets the criteria
with 2 errors
Meets the criteria
with 1 error
Perfect title page,
running head, page
numbers, and page
justification!

Correct use of
citations within
paper according
to APA; Correct
APA reference
page
Fails to meet this
criteria by obvious
disregard for the
errors
Meets the criteria
with 2 errors
Meets the criteria
with 1 error
Perfect use of citations
within paper per APA
format; Correct reference
page!

Running Head: Strategic Considerations and Pay Policies
1
Strategic Considerations and Pay Policies
9
Abstract
Nutriment Biotech is an organization that has some expertise in
genetically engineered crops that can give a more beneficial
method for living. They are attempting to extend their business.
The company was founded by Emily Hart and Harold James.
They are attempting to make sense of the most ideal approach to
grow their organization, and expedite new representatives that
comprise of authoritative staff, and researchers. They contracted
Jack Stewart, who is a human resources advisor to enable them
to locate the correct representatives. They will probably make
sense of the key ideas to help set a compensation structure and
decide the compensation strategy that will help Nutriment
Biotech proceed with their prosperity.
Nutriment Biotech a company that is a successful rising

corporation. Their organizers, Emily Hart and Harold James, are
endeavoring to build up its organization as a top competitor in
genetically engineered foods. Their association is presently
guiding tasks to make genetically engineered crops that can give
a progressively beneficial technique for humans and which
makes it less complex for farmers to make crops. Their
association is one of just a bunch of horticultural biotech
associations that basically centers around the progression of
positive living through sustenance crops. Nutriment Biotech is a
recent organization, yet as of now has a favorable position over
their opposition on account of their techniques in logically
finding a superior method to live healthy through their food
crops.
Emily and Harold discovered help by employing Jack Stewart
who is an advisor of Human Resources. His main responsibility
is to enable them to locate the correct staff and representatives
who can play out the occupations expected to enable the
organization to advance. Jack's particular occupation is to help
procure 15 new representatives, as a beginner to the growing
process. The rules for him is that he should recruit 10
researchers and an organization staff such as an assistant, office
director, lab administrator, advertising proficient, and a
bookkeeper. The present market circumstance is exceptional for
this to be cultivated. Finding authoritative staff will be simple
for Jack to achieve. Finding the 10 researchers is the issue as
the company needs extraordinary scientists.
They must be explicitly procured as a result of the prerequisite
for them to have prior experience in horticultural biotechnology
and hereditary building. Finding these sorts of specialists isn't
straightforward, especially when they need to understand the
database that Nutriment Biotech is hunting down. Strikingly,
Nutriment Biotech is arranged in a domain that has numerous
universities, and biotech firms that speak to a number of
impressive experts in research of this sort. Another issue is that
there is a noteworthy interest for these sorts of researchers, so
Nutriment Biotech must contend with their rivals to locate these

academics. Meeting with the co-founders will be an important
step in determining what pay structure and level to use. He
likewise needs to talk with them about key strategies in finding
the correct compensation structure to offer the new
representatives. They will probably think about a remuneration
program that will fill in as a hiring instrument to impact the
administrative staff and the scientists and convince them to join
their association. The purpose behind this contextual
investigation is to devise crucial considerations to help set a
compensation scale and choose the pay procedure that will help
Nutriment Biotech continue with the accomplishments that they
have recently had with the new specialist and administrative
staff in their advancements.
Strategic Considerations
Strategic consideration for Nutriment Biotech begins with
involving both Emily and Harold. This pair needs to think of
the best compensation structure that not only meets but
preferably will beat their rivals. Having a structure that is
competitive to other companies helps representatives better
decide who they would prefer to work for (Bennardo and
Piccolo, 2014). This pair is attempting to manufacture a market-
centered pay structure, that sets the tenets for their pay with pay
approaches that give them good position over various opponents
in their industry (Martocchio, 2015). This is a four-step
procedure that they can follow which will guarantee that they
can meet or surpass their rival's remuneration and compensation
rates. To avoid business issues in categories such as spending, it
is imperative that the company creates and provides strategic
considerations (Schalk, Timmerman, and van de Heuvel, 2013).
The co-founders and their human resources representative Jack
can begin their strategic analysis by studying their competitors
pay scales and types of compensations they provide. This can
include vacation days, 401k’s, and other employee benefits and
can be screened through surveys. As well, the three executives
should consider their activity structures inside their business
and how to join it with other businesses and their economies. To

end their studies, they should analyze the different pay
strategies they would execute(Martocchio, 2015).The co-
founders have various objectives, beginning with this strategic
analysis.The administrators need to consider the compensation
structure they would like to implement while considering their
budget and securing their assets as well as consideration of their
competitors' current elements that drive the current market
economy.
Doing a compensation survey is the next best option for the
company. Remuneration reviews are a technique for deciding a
compensation scale and contracting workers instead of their
rivals (Canavan, 2014). Nutriment's Biotech’sbest strategy is to
take a look at compensation options as well as pay scales and
compare it to their competitors. The best way to gather this
information is through surveys which should be directed by
Emily and Harold. On the off chance that they neglect this task,
they will be lacking in their endeavor to make sense of the rates
of their rivals which can prompt the wrong choice being made.
Once they have directed the pay review, it is best to move on to
the last section of this competitive pay framework. The
company executives would need to initiate their inside job
structures while incorporating economy and outside markets.
The third step of the procedure is directed after Emily, Harold,
and Jack dismember and dissect the information gathered from
the pay studies. The joint effort of the coordination of their job
structure with outside business sectors can be decided at this
moment. The structure of occupations is increasingly important
as the world is evolving and technology is advancing and
peoples need for routine is expanded (Xing, 2012).With the
intention of job structure and outside market merging, exerts in
compensation will utilize strategic analysis and
surveys(Martocchio, 2015). This is the place they can contend
with every other person in their industry and endeavor to
influence new workers their way.
The final progression for a market leading pay scale is to create
payment plans to rival the competitors. Jack's occupation in this

progression of the procedure is to help manage Emily and
Harold's organization's accounts. Utilizing the accounts, he can
find the most qualified workers while also retaining the current
staff thatNutriment Biotech needs to continue their growth.
There must be a balance between the organization's funds and
finding the best, and qualified workers.
Pay Policy
Jack ought to bring forth a market lead pay approach that
surpasses the current market and their rivals. The objective for
Jack is to separate a strategic strategy ensuring the worry of
Emily and Harold to make a product unique in relation to their
rivals as well as the enlistment of their managerial staff and
researchers. Jack currently has the advantage because as of now
Nutriment Biotech has an edge on its rivals creating
nourishment crops that can give a more beneficial method for
living. This edge gives representatives the idea that they are
working for an organization that is rising above its rivals in the
business. Providing the best price with this will help the
position receive mass amounts of potential candidates for
Nutriment Biotech.In the recruitment of employees, it is
imperative that salary is equal to or better than the competition
to further help Nutriment Biotech gain employees (Baccaro and
Simoni, 2010). The crucial step of Jack's activity is finding the
correct scientists. The best types of researcher choose the
company that offers promotional opportunities as well as ones
that support the economy and continue growth.
Nutriment Biotech's present revelations and the way that the
company is in front of their contenders gives Jack a solid
enrollment procedure in finding the researchers that are perfect
for the job. God instructs us to give individuals what they merit
for their diligent work, and don't use them since it is wrong.
Treating others with respect is something that God also teaches
his disciples because when you give others respect, you will
receive it in return. Luke 6:38 states, "Give, and it will be given
to you. Good measure pressed down, shaken together, running
over, will be put into your lap. For with the measure you use it

will be measured back to you". Pay policies that are market led
should be offered to both the researchers and the administration
staff because it helps promote the idea that these people are the
best possible staff the company could acquire. They could
likewise offer the researchers remuneration pay as pay for
learning on account of their experience level.
A pay policy that leads the market can ensure the company is
ahead of its competitors and gives the recruiting managers the
ability to hire the correct employees. Jack's enrollment
procedure can be along the lines of how Nutriment Biotech is
currently the front of their rivals in discovering sustenance
crops that can give a more beneficial method for living. They
have the best pay approach in the examination with their rivals.
The objective of scientists is to locate the most advantageous
things for individuals to get by in this economy, and Nutriment
Biotech is giving that. They are giving these scientists the
opportunity to be a part of an extraordinary team that promotes
healthy living and longer life. There is much more than Jack can
say alongside this introduction however, this demonstration
shows how he can utilize the market lead pay approach showing
that Nutriment Biotech is in front of their rivals. This can
enable him to influence new researchers and the regulatory staff
workers to join the association. On the off chance that Jack
pitches this without flaw, he may have the researchers from
Nutriment Biotech's rivals attempting to join the association.
Conclusion
A market-aggressive pay framework is a decent method to
decide how to think about contender costs. This enables an
association to deliberately anticipate how they will execute
their compensation strategy. To be aggressive with what other
association are doing with broad research is required so
associations can coordinate or surpass their rivals pay
arrangements. The objective for associations is to give the best
pay arrangement to their representatives so they have the
inspiration to buckle down knowing they are getting treated
well. Companies should not slack in the compensation

arrangement in correlation with their rival and the market as
that could lead to losing representatives, and their business. The
objective is to either coordinate or surpass the compensation
expectations since it gives them a superior shot of contracting
the correct workers for the occupation that they are searching
for in their association.
References
Baccaro, L., & Simoni, M. (2010). Organizational determinants
of wage moderation. World Politics, 62(4), 594-636. Retrieved
from
http://ezproxy.liberty.edu:2048/login?url=http://search.proquest
.com/docview/847541656?accountid=12085
Bennardo, A., & Piccolo, S. (2014). Competitive markets with
endogenous health risks. Journal of the European Economic
Association, 12(3), 755-790. Retrieved from
http://search.ebscohost.com.ezproxy.liberty.edu:2048/login.aspx
?direct=true&db=eoh&AN=1451687&site=ehost-
live&scope=site
Canavan, J. (2014). Compensation surveys: The good, the bad
and the ugly. Compensation & Benefits Review, 46(2), 74 – 79.
Retrieved from
http://cbr.sagepub.com.ezproxy.liberty.edu:2048/content/46/2/7
4
Martocchio, J. J. (2015). Strategic Compensation: A Human
Resource Management Approach (8th ed.). Upper Saddle River,
NJ: Pearson
Schalk, R., Timmerman, V., & van de Heuvel, S. (2013). How
strategic considerations influence decision making on e-HRM

applications. Human Resource Management Review, 23(1), 84 –
92. doi:10.1016/j.hrmr.2012.06.008
Xing, C. (2012). Changes in job structure and rising wage
inequality in urban China, 1995-2007. Frontiers of Economics
in China, 7(2), 305-337. Retrieved from
http://ezproxy.liberty.edu:2048/login?url=http://search.proquest
.com/docview/1719458394?accountid=12085
Running head: case study 2 1
case study 2 8Case Study 2: Nutriment’s New Hires
Liberty University
Abstract
This paper will discuss the case study, Nutriment’s New Hires,
in chapter 7 of Strategic Compensation by Joseph Martocchio;
the dilemma as well as a solution of the case study will be
addressed; this case study will answer the question of how
Nutriment Biotech, which is in need of new scientists and
administrative staff members, will establish a pay structure to
attract the much needed employees; this case study will discuss
the strategic considerations in establishing pay structure at
Nutriment; and will address if Jack, an experienced recruiter,
should suggest a pay policy to lead, lag, or match the market;
the explanation behind the recommendation will also be
discussed.
Case Study 2: Nutriment’s New Hires Nutriment Biotech is a
potential leader in agricultural biotechnology; they are currently
in the stages of developing a breakthrough in genetically
engineered food crops that will include enhanced nutrition as
well as easier production for farmers. The individuals who
established the company, Emily Hart and Harold James, have
hired an HR management consultant, Jack Stewart to help in
hiring 15 new employees to conduct the research. Nutriment
Biotech is in need of 10 scientists and 5 administrative
professionals; the challenge in this recruitment will be the
scientists as they are difficult to find in this expertise. The
geographic location of Nutriment Biotech aids in the

recruitment for scientists because they are near many biotech
firms and research universities.
Jack Stewart’s first task to begin the recruiting process will be
to establish a pay structure to attract the desired candidates; in
addition, before establishing the appropriate pay structure, Jack
must discuss pay level policies and strategic aspects for
determining compensation structure for new employees. Due to
the scarcity of agricultural scientists, a pay package needs to be
established to attract and retain the scientists as well as the
administrative professionals (Martocchio, 2017).Strategic
Considerations in Establishing a Pay Structure at Nutriment
Since Nutriment Biotech is a newly established company that
specializes in agricultural biotechnology, they will need to
carefully consider the strategic aspects before establishing a pay
structure. It’s crucial that HR management consultant Jack
Stewart consider the most effective options that will attract the
appropriate talent; this is especially vital when recruiting the
scientists, which are scarce in this profession.
When evaluating strategic considerations in establishing a
competitive pay structure, Jack Stewart, with Emily Hart and
Harold James, need to consider options that would attract the
best talent.
Per Martocchio, although Jack Stewart is a highly recommended
HR management consultant, it would be in the company’s best
interest if Jack brought in a compensation specialist to work
with (2017). The compensation specialist would help in
accessing compensation and benefits data that are used by other
firms; in addition, comparing compensation side-by-side for
these specific jobs, will allow a visual of how compensation
matches. Furthermore, another method that would prove to be
effective, is allowing a compensation specialist to analyze data
by using statistics to identify regularities with competitors and
areas of significant inconsistency (Martocchio, 2017) (Kahn,
2012). If Jack should suggest a Pay Policy to Lead, Lag, or
Match the Market
Pay policies to lead, lag, or match the market differ greatly

from one another so Jack needs to carefully consider each one.
Firstly, the market lead policy separates a company from the
competition by compensating employees higher than their
competitors; secondly, by slightly differing from the market
lead policy, the market lag policy compensates employees less
than most competitors; finally, the market match policy closely
follows the typical market pay rates because companies pay
according to the market pay line (Martocchio, 2017). Not only
should the starting pay for a firm be exceptional, but the
incentive pay throughout years of employment should be as well
(Priks & Stockholms, 2011).
Of the three policies, it would be in the company’s best interest
if Jack recommends they go with the market lead policy; since
Nutriment Biotech is in dire need of special expertise pertaining
to the scientists, they need to exceed their competitors’ pay
structure to attract the particular talent for their cause. A pay
structure that exceeds competitors would not only attract the
talent that Nutriment Biotech needs but would most definitely
retain the new employees as well; new recruits will always
choose a higher pay rate over companies that offer a lower pay
rate.
The Reason for this Recommendation
The reason for this recommendation is simple; the
company that offers a higher pay rate is most likely to attract
the most candidates. This heightens the chances of finding the
best talent for the vacancies that are needed. In addition,
scientists who are currently seeking employment elsewhere
would most likely inquire about working for Nutriment Biotech
and an increase in compensation would attract skilled
professionals; therefore, the market lead policy is the best form
of market competition provided the company is well-established
enough to afford it (Cuñat & Guadalupe, 2005). Currently
employed scientists may have career concerns switching to a
new company so the pay structure needs to be exceptional
before they decide to take that extra step toward something new
(Feriozzi, 2016) and the market lead policy would be that push

for new talent. Furthermore, high compensation for competition
for talent has been proven to make an association stronger,
which would be good for Nutriment Biotech since it’s a newer
facility (Giannetti & Metzger, 2015).
Conclusion
With Nutriment Biotech’s search for 15 new employees,
and 10 vacancies being scientists in a related expertise, they
have quite a challenge ahead of them; however, if Jack Stewart
can persuade Emily Hart and Harold James to proceed with the
market lead policy, I have no doubt that they would attract the
talent they need to continue the work of the company.
References
Martocchio, J. J. (2017). Strategic compensation a human
resource management approach. Boston: Pearson.
Kahn, L. M. (2012). Labor market policy: A comparative view
on the costs and benefits of labor market flexibility. Journal of
Policy Analysis and Management, 31(1), 94-110.
doi:10.1002/pam.20602
Cuñat, V., & Guadalupe, M. (2005). How does product market
competition shape incentive contracts? Journal of the European
Economic Association, 3(5), 1058-1082.
Priks & Stockholms. (2011). Firm competition and incentive
pay: Rent seeking at work. Economics Letters, 113(2), 154-156.
doi:10.1016/j.econlet.2011.06.006
Feriozzi, F. (2016). Career concerns and product market
competition. Journal of Economics & Management
Strategy, 25(2), 370-399. doi:10.1111/jems.12133
Giannetti, M., & Metzger, D. (2015). Compensation and
competition for talent: Evidence from the financial
industry. Finance Research Letters, 12, 11-16.
doi:10.1016/j.frl.2014.12.007

Case Study InstructionsUsing the given examples, answer the qu.docx

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