FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
This document provides an overview of the course materials for HRM 324, including assignments, discussion questions, and exams. It contains 2 sets of materials for the entire course, covering topics like compensation plans, benefits, performance management, and employment law. Learners will complete written and presentation assignments applying concepts from course readings to analyze compensation strategies and design total rewards programs. They will also participate in weekly discussion questions and a final exam.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, and exams. It includes 2 sets of papers and presentations covering topics like compensation plans, equity, performance management, benefits, and retirement. The final exam includes multiple choice questions testing knowledge of concepts like job analysis, compensation legislation, and pay for performance.
For more classes visit
www.snaptutorial.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
HRM 324 Week 1 DQ 2
For more course tutorials visit
www.tutorialrank.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
For more course tutorials visit
www.tutorialrank.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
For more course tutorials visit
www.newtonhelp.com
1) These are the four core characteristics of the job characteristics theory.
feedback, task variety, skill-variety, autonomy
knowledge, skill identity, autonomy, feedback
skill variety, task identity, autonomy, feedback
skill identity, autonomy, task variety, feedback
This document provides an overview of the course materials for HRM 324, including assignments, discussion questions, and exams. It contains 2 sets of materials for the entire course, covering topics like compensation plans, benefits, performance management, and employment law. Learners will complete written and presentation assignments applying concepts from course readings to analyze compensation strategies and design total rewards programs. They will also participate in weekly discussion questions and a final exam.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, and exams. It includes 2 sets of papers and presentations covering topics like compensation plans, equity, performance management, benefits, and retirement. The final exam includes multiple choice questions testing knowledge of concepts like job analysis, compensation legislation, and pay for performance.
For more classes visit
www.snaptutorial.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
HRM 324 Week 1 DQ 2
For more course tutorials visit
www.tutorialrank.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
For more course tutorials visit
www.tutorialrank.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
For more course tutorials visit
www.newtonhelp.com
1) These are the four core characteristics of the job characteristics theory.
feedback, task variety, skill-variety, autonomy
knowledge, skill identity, autonomy, feedback
skill variety, task identity, autonomy, feedback
skill identity, autonomy, task variety, feedback
Employees need to be compensated for their efforts based on volume of time or volume of production. Compensation refers to all forms of financial rewards received by employees. It arises from their employment. It occupies an important place in the life of the employee. It is a considerable cost to the employer. Compensation dissatisfaction can lead to absenteeism, turnover, job dissatisfaction, low performance, strikes and grievances. Majority of labor-management disputes relate to compensation.
This document provides an overview of compensation management theory. It discusses how compensation management involves developing and implementing strategies to fairly compensate employees based on their value and performance. An effective compensation system should motivate high performance, recruit and retain talent, and be aligned with organizational goals. The document reviews several studies and theories around compensation management, including its role in human resource management and developing an employment relationship. It also discusses compensation philosophy and strategies to recognize employees' monetary and non-monetary contributions.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document provides an overview and analysis of Denmark's "Flexicurity" employment system. Some key points:
- Flexicurity combines flexible hiring and firing policies for employers with a strong social safety net and active labor market policies to support workers.
- The system emphasizes retraining and quick reemployment over long-term unemployment benefits. Workers are expected to participate in job training or education programs after a maximum of 13 weeks of unemployment.
- Flexicurity is seen as beneficial for both workers and employers. It provides workers security while allowing employers numerical flexibility. This flexibility also makes the labor market highly adaptable to changing economic conditions.
Here are short notes on the Economic Environment:
(a) Rates: Interest rates, inflation rates, exchange rates which impact costs and demand.
(b) GDP Aspects: GDP growth rate, per capita income, income distribution which indicate market potential.
(c) Customer related: Disposable income, spending patterns, debt levels affect demand for products/services.
(d) External Trade: Export/import policies, trade barriers, trade agreements affect competitiveness.
(e) General: Economic conditions, economic policies, business cycles influence overall business environment.
The economic environment analysis helps understand market opportunities and threats from macroeconomic forces. It is important for effective strategic planning and decision making
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
GET SOLVED ASSIGNMENTS AT Rs.160 per subject
VISIT
WWW.IGNOUSOLVEDASSIGNMENTSMBA.BLOGSPOT.IN
Or Mail us at- ignou4you@gmail.com
WHATSAPP NUMBER- 8317034711
The document discusses compensation of government personnel in the Philippines. It outlines the following key points:
1) Congress mandates standardization of compensation for government officials and employees through the Constitution and DBM administers the government's position classification and compensation plans.
2) The current salary grade structure ranges from Grade 1 to 33, with Grades 1-32 having 8 salary steps and Grade 33 assigned to the President.
3) Basic principles of compensation include paying just and equitable wages, maintaining comparability with private sector pay, and periodically reviewing rates to account for inflation.
This document provides an overview and summary of an internship report on human resource management in the insurance industry of Bangladesh, using Nitol Insurance Company as a case study. It discusses the objectives and scope of the study, which examines HR activities like recruitment, training, compensation and benefits. It also looks at motor insurance policies, categories of vehicles and claims processes. The summary provides background on Nitol Insurance, including its establishment, capital structure and departments. It aims to understand HR's role in developing the insurance industry and meeting the needs of a changing society.
This document provides information about obtaining solved assignments from an online service for various IGNOU MBA subjects such as management functions and behavior, human resources management, economic and social environment, accounting and finance, marketing, information systems, quantitative analysis, managerial economics, organizational design and change, strategic management, managing change in organizations, and organizational dynamics. Assignments can be purchased for Rs. 160 per subject. Contact details like the website URL, email address, and WhatsApp number are provided for students to visit the website, email, or contact via WhatsApp to get their assignments solved. Sample assignments are also listed for some of the subjects.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
The influence of managerial ownership,institutional ownership and voluntaryd...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The determinants of corporate dividend policy an investigation of pakistani ...Alexander Decker
This document summarizes a study that investigates the determinants of corporate dividend policy in the Pakistani banking industry. The study analyzes 18 banks listed on the Karachi Stock Exchange from 2006 to 2011. It finds that 11 banks pay dividends while 7 do not. Profitability, firm size, and growth rate are positively correlated with dividend yield and payout ratio. Leverage and risk are inversely correlated. Banks that pay dividends are found to be more profitable, stable, and less risky compared to non-dividend paying banks. The study aims to identify dividend paying and non-paying banks, examine dividend distribution trends, distinguish characteristics of paying and non-paying banks, and investigate the association between firm
Determinants of capital structure of listed textile enterprises of bangladeshAlexander Decker
This document summarizes a research study on the determinants of capital structure for listed textile enterprises in Bangladesh. The study uses panel data and a fixed-effect model to examine the relationship between leverage and firm-specific factors like profitability, tangibility, size, and growth. The results found that profitability and tangibility were statistically significant determinants of leverage. This finding is consistent with both the trade-off theory and agency cost theory of capital structure. The document also reviews various capital structure theories and how they relate to different firm-specific determinants.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of such plans according to Philippine manuals. Finally, it discusses labor laws and codes in the Philippines relating to compensation.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of the plan according to Philippine manuals. The document concludes by discussing the Labor Code of the Philippines and rights of workers including security of tenure.
The document appears to be assignments related to compensation and reward management. It includes 8 assignments covering topics like job analysis, wage boards, equal pay act, job evaluation, minimum wages act, bonus act, voluntary retirement scheme, and short notes on rewards, fair wages, job description, living wages, and gain sharing. It also provides contact details for queries related to the assignments.
I need someoe to complete the replies for these two posts. Be cert.docxevontdcichon
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
This document discusses factors that affect wage and salary administration such as theoretical considerations, public policy and legal frameworks, company objectives, and labor market pressures. It defines key concepts like minimum wage, living wage, and fair wage. Minimum wage should provide for basic needs plus some amenities, while a living wage allows for a decent standard of living. Legal frameworks governing wages include acts around payment of wages, minimum wages, bonus payments, and equal remuneration.
Quiz Note It is recommended that you save your response .docxtemplestewart19
Quiz
Note: It is recommended that you save your response as you complete each question.
Question 1
(1 point)
The Taft-Hartley Act amended the Wagner Act by addressing employers’ concerns in terms of specifying unfair union labor practices.
Question 1 options:TrueFalse
Save
Question 2
(1 point)
Any organizational guarantee or promise about job security may constitute an implied employment contract.
Question 2 options:TrueFalse
Save
Question 3
(1 point)
The cost of employee benefits to organizations has remained stable over the last thirty years.
Question 3 options:TrueFalse
Save
Question 4
(1 point)
An activity whereby a company keeps informed of its employees’ activities is called employee assessment.
Question 4 options:TrueFalse
Save
Question 5
(1 point)
The beginning of equal employment opportunity is usually attributed to the passage of the 1964 Civil Rights Act.
Question 5 options:TrueFalse
Save
Question 6
(1 point)
A defined contribution plan is a type of retirement program whereby each employee has an individual account to which both the employee and the employer may make contributions.
Question 6 options:TrueFalse
Save
Question 7
(1 point)
The Family and Medical Leave Act permits employees in firms of 100 or more employees to take up to 12 weeks of paid leave for family or medical reasons.
Question 7 options:TrueFalse
Save
Question 8
(1 point)
Adverse impact is a consequence of an employment practice that results in a greater rejection rate for the majority group than for a minority group.
Question 8 options:TrueFalse
Save
Question 9
(1 point)
Transportation is the least unionized private sector of the U.S. workforce.
Question 9 options:TrueFalse
Save
Question 10
(1 point)
A defined benefit plan is a retirement program that pays retiring employees a fixed retirement income based on average earnings over a period of time.
Question 10 options:TrueFalse
Save
Question 11
(1 point)
The Privacy Act of 1974 requires federal government agencies to make available information in an individual’s personnel file.
Question 11 options:TrueFalse
Save
Question 12
(1 point)
Changes to the workplace that allow qualified workers with disabilities to perform their jobs are called organizational workplace activities.
Question 12 options:TrueFalse
Save
Question 13
(1 point)
In the United States, employees average 10 paid holidays per year.
Question 13 options:TrueFalse
Save
Question 14
(1 point)
Job evaluation is the process whereby an organization systematically establishes its compensation program.
Question 14 options:TrueFalse
Save
Question 15
(1 point)
The Fair Labor Standards Act established laws outlining minimum wage, overtime pay, and maximum hour requirement for most U.S. workers.
Question 15 options:TrueFalse
Save
Question 16
(1 point)
Social Security is an example of a voluntary benefit.
Question 16 options:TrueFalse
Save
Que.
The document discusses total compensation strategy and managing diversity in compensation. It notes that companies must balance their own identity with integration forces when assessing compensation globally. There is no unified compensation structure, so analysis of regulations and framework conditions is needed to develop principles, guidelines and systems to harmonize compensation structures across different regions and local autonomies while maintaining the overall company identity and organization. Factors like advantages of standards vs individual structures, regulatory requirements, and framework conditions must be considered.
Employees need to be compensated for their efforts based on volume of time or volume of production. Compensation refers to all forms of financial rewards received by employees. It arises from their employment. It occupies an important place in the life of the employee. It is a considerable cost to the employer. Compensation dissatisfaction can lead to absenteeism, turnover, job dissatisfaction, low performance, strikes and grievances. Majority of labor-management disputes relate to compensation.
This document provides an overview of compensation management theory. It discusses how compensation management involves developing and implementing strategies to fairly compensate employees based on their value and performance. An effective compensation system should motivate high performance, recruit and retain talent, and be aligned with organizational goals. The document reviews several studies and theories around compensation management, including its role in human resource management and developing an employment relationship. It also discusses compensation philosophy and strategies to recognize employees' monetary and non-monetary contributions.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document provides an overview and analysis of Denmark's "Flexicurity" employment system. Some key points:
- Flexicurity combines flexible hiring and firing policies for employers with a strong social safety net and active labor market policies to support workers.
- The system emphasizes retraining and quick reemployment over long-term unemployment benefits. Workers are expected to participate in job training or education programs after a maximum of 13 weeks of unemployment.
- Flexicurity is seen as beneficial for both workers and employers. It provides workers security while allowing employers numerical flexibility. This flexibility also makes the labor market highly adaptable to changing economic conditions.
Here are short notes on the Economic Environment:
(a) Rates: Interest rates, inflation rates, exchange rates which impact costs and demand.
(b) GDP Aspects: GDP growth rate, per capita income, income distribution which indicate market potential.
(c) Customer related: Disposable income, spending patterns, debt levels affect demand for products/services.
(d) External Trade: Export/import policies, trade barriers, trade agreements affect competitiveness.
(e) General: Economic conditions, economic policies, business cycles influence overall business environment.
The economic environment analysis helps understand market opportunities and threats from macroeconomic forces. It is important for effective strategic planning and decision making
This document provides an outline and overview of employee benefits and services. It begins with an early history of benefits in the United States dating back to 1794. It then defines what employee benefits and services are, including both mandated and non-mandated benefits. Mandated benefits discussed include unemployment insurance, social security, and workers' compensation. Non-mandated benefits include retirement plans, health care, paid time off, and other employee services. The purpose of offering benefits from both the employee and employer perspective is also summarized.
GET SOLVED ASSIGNMENTS AT Rs.160 per subject
VISIT
WWW.IGNOUSOLVEDASSIGNMENTSMBA.BLOGSPOT.IN
Or Mail us at- ignou4you@gmail.com
WHATSAPP NUMBER- 8317034711
The document discusses compensation of government personnel in the Philippines. It outlines the following key points:
1) Congress mandates standardization of compensation for government officials and employees through the Constitution and DBM administers the government's position classification and compensation plans.
2) The current salary grade structure ranges from Grade 1 to 33, with Grades 1-32 having 8 salary steps and Grade 33 assigned to the President.
3) Basic principles of compensation include paying just and equitable wages, maintaining comparability with private sector pay, and periodically reviewing rates to account for inflation.
This document provides an overview and summary of an internship report on human resource management in the insurance industry of Bangladesh, using Nitol Insurance Company as a case study. It discusses the objectives and scope of the study, which examines HR activities like recruitment, training, compensation and benefits. It also looks at motor insurance policies, categories of vehicles and claims processes. The summary provides background on Nitol Insurance, including its establishment, capital structure and departments. It aims to understand HR's role in developing the insurance industry and meeting the needs of a changing society.
This document provides information about obtaining solved assignments from an online service for various IGNOU MBA subjects such as management functions and behavior, human resources management, economic and social environment, accounting and finance, marketing, information systems, quantitative analysis, managerial economics, organizational design and change, strategic management, managing change in organizations, and organizational dynamics. Assignments can be purchased for Rs. 160 per subject. Contact details like the website URL, email address, and WhatsApp number are provided for students to visit the website, email, or contact via WhatsApp to get their assignments solved. Sample assignments are also listed for some of the subjects.
Employee benefits and Services in organizationRaju Samanta
What are the employee benefits and services?
Employee benefits?
what is services?
What is PF, Gratuity?
Why employer will provide benefits to its employee
The influence of managerial ownership,institutional ownership and voluntaryd...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The determinants of corporate dividend policy an investigation of pakistani ...Alexander Decker
This document summarizes a study that investigates the determinants of corporate dividend policy in the Pakistani banking industry. The study analyzes 18 banks listed on the Karachi Stock Exchange from 2006 to 2011. It finds that 11 banks pay dividends while 7 do not. Profitability, firm size, and growth rate are positively correlated with dividend yield and payout ratio. Leverage and risk are inversely correlated. Banks that pay dividends are found to be more profitable, stable, and less risky compared to non-dividend paying banks. The study aims to identify dividend paying and non-paying banks, examine dividend distribution trends, distinguish characteristics of paying and non-paying banks, and investigate the association between firm
Determinants of capital structure of listed textile enterprises of bangladeshAlexander Decker
This document summarizes a research study on the determinants of capital structure for listed textile enterprises in Bangladesh. The study uses panel data and a fixed-effect model to examine the relationship between leverage and firm-specific factors like profitability, tangibility, size, and growth. The results found that profitability and tangibility were statistically significant determinants of leverage. This finding is consistent with both the trade-off theory and agency cost theory of capital structure. The document also reviews various capital structure theories and how they relate to different firm-specific determinants.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of such plans according to Philippine manuals. Finally, it discusses labor laws and codes in the Philippines relating to compensation.
This document provides an overview of compensation administration. It discusses the importance of compensation and how it relates to productivity and job worth. It outlines different types of rewards including intrinsic, extrinsic, direct compensation, indirect compensation, and non-financial compensation. The document also discusses factors that affect compensation administration including institutional, environmental, and personal factors. It provides steps to develop a compensation administration plan and outlines goals of the plan according to Philippine manuals. The document concludes by discussing the Labor Code of the Philippines and rights of workers including security of tenure.
The document appears to be assignments related to compensation and reward management. It includes 8 assignments covering topics like job analysis, wage boards, equal pay act, job evaluation, minimum wages act, bonus act, voluntary retirement scheme, and short notes on rewards, fair wages, job description, living wages, and gain sharing. It also provides contact details for queries related to the assignments.
I need someoe to complete the replies for these two posts. Be cert.docxevontdcichon
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
This document discusses factors that affect wage and salary administration such as theoretical considerations, public policy and legal frameworks, company objectives, and labor market pressures. It defines key concepts like minimum wage, living wage, and fair wage. Minimum wage should provide for basic needs plus some amenities, while a living wage allows for a decent standard of living. Legal frameworks governing wages include acts around payment of wages, minimum wages, bonus payments, and equal remuneration.
Quiz Note It is recommended that you save your response .docxtemplestewart19
Quiz
Note: It is recommended that you save your response as you complete each question.
Question 1
(1 point)
The Taft-Hartley Act amended the Wagner Act by addressing employers’ concerns in terms of specifying unfair union labor practices.
Question 1 options:TrueFalse
Save
Question 2
(1 point)
Any organizational guarantee or promise about job security may constitute an implied employment contract.
Question 2 options:TrueFalse
Save
Question 3
(1 point)
The cost of employee benefits to organizations has remained stable over the last thirty years.
Question 3 options:TrueFalse
Save
Question 4
(1 point)
An activity whereby a company keeps informed of its employees’ activities is called employee assessment.
Question 4 options:TrueFalse
Save
Question 5
(1 point)
The beginning of equal employment opportunity is usually attributed to the passage of the 1964 Civil Rights Act.
Question 5 options:TrueFalse
Save
Question 6
(1 point)
A defined contribution plan is a type of retirement program whereby each employee has an individual account to which both the employee and the employer may make contributions.
Question 6 options:TrueFalse
Save
Question 7
(1 point)
The Family and Medical Leave Act permits employees in firms of 100 or more employees to take up to 12 weeks of paid leave for family or medical reasons.
Question 7 options:TrueFalse
Save
Question 8
(1 point)
Adverse impact is a consequence of an employment practice that results in a greater rejection rate for the majority group than for a minority group.
Question 8 options:TrueFalse
Save
Question 9
(1 point)
Transportation is the least unionized private sector of the U.S. workforce.
Question 9 options:TrueFalse
Save
Question 10
(1 point)
A defined benefit plan is a retirement program that pays retiring employees a fixed retirement income based on average earnings over a period of time.
Question 10 options:TrueFalse
Save
Question 11
(1 point)
The Privacy Act of 1974 requires federal government agencies to make available information in an individual’s personnel file.
Question 11 options:TrueFalse
Save
Question 12
(1 point)
Changes to the workplace that allow qualified workers with disabilities to perform their jobs are called organizational workplace activities.
Question 12 options:TrueFalse
Save
Question 13
(1 point)
In the United States, employees average 10 paid holidays per year.
Question 13 options:TrueFalse
Save
Question 14
(1 point)
Job evaluation is the process whereby an organization systematically establishes its compensation program.
Question 14 options:TrueFalse
Save
Question 15
(1 point)
The Fair Labor Standards Act established laws outlining minimum wage, overtime pay, and maximum hour requirement for most U.S. workers.
Question 15 options:TrueFalse
Save
Question 16
(1 point)
Social Security is an example of a voluntary benefit.
Question 16 options:TrueFalse
Save
Que.
The document discusses total compensation strategy and managing diversity in compensation. It notes that companies must balance their own identity with integration forces when assessing compensation globally. There is no unified compensation structure, so analysis of regulations and framework conditions is needed to develop principles, guidelines and systems to harmonize compensation structures across different regions and local autonomies while maintaining the overall company identity and organization. Factors like advantages of standards vs individual structures, regulatory requirements, and framework conditions must be considered.
Webster University
HRMG 5920
Final Examination
Dr. Oladapo
1.) This federal Act requires contractors with federal contracts worth over $2,000 to pay wages at least equal to those prevailing in the area where the work is being done.
A) Fair Labor Standards Act
B) Davis-Bacon Act
C) Equal Pay Act
D) Civil Rights Act of 1964
2) What represents the relationship between a company's valuation of jobs based on job evaluation and the valuation of jobs within the external market as assessed by compensation surveys?
A) market-competitive pay structure
B) pay grade
C) pay range
D) market pay line
3) For the purpose of applying pay policies, this term refers to the groupings of jobs based on compensable factors.
A) market lines
B) market-competitive pay structures
C) pay grades
D) pay ranges
4) Companies establish retirement plans following which of these three design configurations?
A) defined benefit, defined contribution, hybrid
B) qualified benefit, qualified contribution, hybrid
C) qualified benefit, nonqualified benefit, hybrid
D) funded, unfunded, hybrid
5) A new employee comes into your office and asks you how many hours a year he has to work to qualify towards his vesting requirements. What would you tell him?
A) 1,000
B) 1,400
C) 800
D) 1,200
6) What specifies the rate at which participants accumulate benefits?
A) accrual rules
B) combination procedures
C) Sarbanes-Oxley
D) build-up rules
7) These represent a series of payments for the life of the participant and beneficiary.
A) collateral payments
B) periodic payments
C) lump sum distributions
D) annuities
8) What type of retirement plan is a 401(k)?
A) defined contribution
B) defined benefit
C) qualified benefit
D) nonqualified benefit
9) What type of pension plan commonly includes profit-sharing plans, stock bonus plans, and employee stock ownership plans?
A) defined benefit
B) defined contribution
C) deferred contribution
D) deferred benefit
10) This type of defined contribution plan, also known as a CODA, permits only private sector or tax-exempt employers' employees to tax defer part of their compensation to the trust of a qualified plan.
A) 401(k) plan
B) profit sharing plan
C) gain sharing plan
D) incentive plan
11) Which of the following is associated with 401(k) plans?
A) Employees pay taxes on their contribution.
B) Employees do not pay taxes on their contributions.
C) Investment gains are taxed.
D) Employees cannot deduct their contributions from taxable income.
12) When these spreads are used to develop pay grade widths, the grades are based on a set number of job evaluation points for each grade that increases as an employee moves up the pay structure.
A) pay rate spreads
B) percentage-based job evaluation point spreads
C) pay range spreads
D) absolute job evaluation points spreads
13) Which of the following represents the horizontal dimension of pay structures?
A) pay ranges
B) pay grades
C) job evaluation points
D) pay spreads
14) .
The document discusses various methods used to evaluate jobs and determine compensation. It describes job evaluation methods like ranking and point systems that evaluate jobs based on compensable factors like skills, effort, and responsibility to determine each job's relative worth. Employers then group similar jobs into pay grades with ranges of points or ranks. Salary surveys of other employers provide market data to establish pay rates for each grade or job based on wage curves. Laws also influence compensation and require aspects like minimum wage, overtime pay, and prohibiting discrimination.
This document provides an overview of key labor and employment laws in India. It defines terms like workman and non-workman and outlines several important labor laws such as the Industrial Disputes Act, Factories Act, Contract Labor Act, and social security laws like the Employees' Provident Fund Act. The document also discusses the differences between laws applicable to workmen versus non-workmen and organized versus unorganized sectors.
The document provides an overview of staffing models and legal compliance related to staffing. It defines staffing as acquiring, deploying, and retaining a workforce. It discusses different staffing models including the person-job match model, person-organization match model, and staffing organizations model where staffing is aligned with organizational strategy. It also outlines some of the key laws and regulations related to staffing and employment such as the Industrial Disputes Act, Factories Act, Contract Labour Act, and Workmen's Compensation Act.
Planning involves which of the followingGender Core
This document provides a list of 30 multiple choice questions related to management principles and practices. It also includes a link to purchase the answers to the questions. Some of the questions address topics like planning, decision making, ethics, organizational structure, leadership, and control systems. The purpose is to assist with studying for a final exam in an MGT230 management course.
This document provides 30 multiple choice questions related to human resource management and organizational behavior topics such as stress management, diversity, compensation and benefits, career management, and organizational justice. The questions assess understanding of key concepts like indirect costs of stress, equal employment opportunity actions, discrimination, job analysis methods, recruitment and selection processes, and types of insurance plans.
What Is Bfoq And List To Which Characteristics It AppliesSheena Crouch
1. Military status protection covers the employment rights of military veterans and reservists under laws like VERA and USERRA.
2. VERA prohibits employment discrimination against Vietnam veterans. USERRA protects the reemployment rights of those serving in the uniformed services.
3. USERRA seeks to ensure those serving their country can retain civilian employment and benefits, and seek employment free from discrimination due to their service. It expands the time absent from work for military duty while retaining reemployment rights.
Organizational Functions And Employee Relations During The...Beth Hernandez
This document discusses organization functions and employee relations during the industrial era. It begins by providing context on the industrial era from the 1880s to 1950s, which saw significant technological advancements and a shift to manufactured goods in factories. While this led to economic growth, it also introduced problems like poor living/working conditions and child labor. The document then focuses on analyzing the themes of organization functions and employee relations during this period based on administrative theories from the time. It examines the historical context of these theories and how approaches to management and labor relations evolved through trial and error.
This document contains an archive file for the BUS 434 Entire Course. The archive includes discussion questions, papers, quizzes for each of the 5 weeks of the course. It covers topics like compensation systems, job descriptions, performance evaluations, executive compensation, and benefit packages. It also includes links to additional tutorials and resources.
This document contains 30 multiple choice questions related to topics in human resource management including equal employment opportunity, job analysis methods, recruitment, selection, career management, compensation and benefits, retirement plans, organizational justice, and diversity. The questions cover concepts such as indirect costs associated with organizational stress, job analysis tasks, equal pay lawsuits, affirmative action, managing diversity, performance appraisals, career development, total rewards, social security, health insurance plans, procedural justice, and customer relations.
This document discusses factors that determine pay rates, including various legal considerations and legislation. It outlines the main components of employee compensation as direct financial payments and indirect financial payments. The key steps in establishing pay rates are conducting a salary survey, performing job evaluation to group similar jobs into pay grades, pricing each grade, and fine-tuning rates. Job evaluation methods include ranking, classification, point method, and factor comparison. Legislation discussed includes the Minimum Wages Act, Payment of Wages Act, and Equal Remuneration Act in India as well as the Davis-Bacon Act, Walsh-Healey Act, Civil Rights Act, Fair Labor Standards Act, and Equal Pay Act in the US.
Similar to HRM 324 EDU Remember Education--hrm324edu.com (19)
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
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significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
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diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
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Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
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Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
1. HRM 324 Entire Course (2 Set)
FOR MORE CLASSES VISIT
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This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total
Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
HRM 324 Week 1 DQ 2
HRM 324 Week 2 Assignment Internal and External Equity (2 Papers)
HRM 324 Week 2 DQ 1
HRM 324 Week 2 DQ 2
HRM 324 Week 3 Assignment Performance Based Pay and Employee
Rewards Presentation (2 PPT)
HRM 324 Week 3 Assignment Solving Union Issues (2 Papers)
HRM 324 Week 3 DQ 1
HRM 324 Week 3 DQ 2
HRM 324 Week 4 Assignment Retirement Plan Proposal and
Communication Plan (2 Papers)
2. HRM 324 Week 4 DQ 1
HRM 324 Week 4 DQ 2
HRM 324 Week 5 Assignment Total Compensation Plan (2 Papers)
HRM 324 Week 5 Assignment Total Compensation Plan Presentation (2
PPT)
HRM 324 Week 5 Assignment Practice Your Professionalism (2 Papers)
==============================================
HRM 324 Final Exam (New, 2019)
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1) These are the four core characteristics of the job characteristics
theory.
feedback, task variety, skill-variety, autonomy
knowledge, skill identity, autonomy, feedback
skill variety, task identity, autonomy, feedback
3. skill identity, autonomy, task variety, feedback
2) Passage of this Act requires compensation professionals to
demonstrate that alleged discriminatory pay practices are a business
necessity.
Civil Rights Act of 1991
Equal Pay Act of 1938
Fair Labor Standards Act of 1938
Davis-Bacon Act of 1931
3) Which pay plan generally rewards employees for acquiring job-
related competencies, knowledge, or skills rather than for
demonstrating successful job performance?
pay-for-knowledge
incentive
merit
person-focused
4) This is the systematic process for recognizing differences in the
relative worth among a set of jobs and for establishing pay differentials
accordingly.
4. job analysis
job content
job evaluation
job-relatedness
5) Which of the following are typically included in a job description?
job specification, job title, job summary
job summary, job salary, job specification
job title, job salary, job summary
job salary, job title, job specification
6) This is a systematic process for gathering, documenting, and
analyzing information in order to describe jobs.
job characterization
job description
job evaluation
job analysis
5. 7) In the job analysis process this term represents a group of
positions that are identical with respect to their major tasks.
job
element
job family
occupation
8) Which of the following laws set prevailing wage rates for
companies that provide services to the U.S. Government?
Civil Rights Act of 1991
Equal Pay Act of 1938
Fair Labor Standards Act of 1938
Davis-Bacon Act of 1931
9) Compensation professionals use compensable factors to
determine whether jobs are the same, in order to comply with which
federal legislation?
Davis – Bacon Act of 1931
Fair Labor Standards Act of 1938
Equal Pay Act of 1963
6. Civil Rights Act of 1964
10) These are the three most common sources of job analysis data.
job analysts, supervisors, benchmark jobs
job incumbents, benchmark jobs, job analysts
job incumbents, supervisors, job analysts
benchmark jobs, job incumbents, supervisors
11) Management by objective is part of which type of performance
appraisal system?
goal-oriented system
trait system
behavioral observation scale
behaviorally-anchored rating scale
12) What is a systematic process for gathering, documenting, and
analyzing information in order to describe jobs?
job evaluation
internal consistency
job analysis
7. strategic analysis
13) Which theory states that employees’ knowledge and skills generate
productive capital?
job characteristics theory
expectancy theory
equity theory
human capital theory
14) How are compa-ratios calculated?
Dividing the pay range mid-point by the employee’s pay rate
Dividing the employee’s pay rate by the market line rate
Dividing an employee’s pay rate by the pay range mid point
Dividing the market line rate by the employee’s pay rate
15) The Fair Labor Standards Act of 1938 addresses which three issues?
minimum wage, overtime pay, & child-labor
minimum wage, overtime pay, pay discrimination
minimum wage, child-labor, pay discrimination
overtime pay, child-labor, pay discrimination
8. 16) Construction contractors, working on government contracts, must
pay their laborers and mechanics what type of wage?
minimum wage
prevailing wage
prevalent wage
discretionary wage
17) Which of the following are covered under the Fair Labor Standards
Act?
fringe benefits, minimum wage, child labor provisions
minimum wage, overtime wage rates, child labor provisions
overtime wage rates, fringe benefits, minimum wage
child labor provisions, fringe benefits, overtime wage rates
18) Which pay structure reflects the increasing organizational trend
toward flatter, less hierarchical corporate structures?
two-tier pay structure
broadbanding
market-competitive pay structure
internally consistent pay structure
9. 19) Midpoint, minimum, and maximum are values used to define
which of the following?
pay grades
pay ranges
pay structures
pay levels
20) Which term is used to describe the situation where the pay spread
between newly hired employees and more qualified job incumbents is
small?
pay structures
pay compression
red circle pay rates
green circle pay rates
21) Jasmine Black believes that the company should share part of the
risk for her sales position. Which sales compensation plan should she
pursue?
salary-plus-bonus plan
salary-plus-commission plan
10. commission-plus-draw plan
commission-only plan
22) This type of flexible work schedule allows employees to work four
10-hour days a week.
flextime
compressed work week
job sharing
reduced work week
23) The equal protection clause is found in which part of the U.S.
Constitution?
The First Amendment
The Fourteenth Amendment
The Fifth Amendment
Article I, Section 8
24) What kind of accommodation involves modifying work schedules,
job restructuring, and making existing facilities readily accessible for
those covered under the Americans with Disabilities Act?
disability accommodations
11. reasonable accommodations
regulated accommodations
mandatory accommodations
25) This type of discretionary benefit would allow an employee to get
help dealing with the affects of domestic violence.
family assistance program
employee assistance program
wellness program
employer assistance program
26) Discretionary benefits are generally divided into which three
categories?
Health benefits, pension benefits, paid time-off
Pension benefits, protection programs, services
Services, paid time-off, protection programs
Paid time-off, health benefits, services
27) During the human resources departmental meeting, one of the
new employees wanted to know what was in the company’s cafeteria
plan. What did he want to know?
12. the lunch break schedule
the lunchroom floor plan
the company’s benefits choices
the list of approved doctors in the health plan
28) You broke your neck at work. The company called to inform you
that they had to switch your benefits from the short-term disability
account to the long-term account. That means you’ve probably been
off work around how long?
6 months
12 months
1 month
18 months
29) Which of the following is NOT a type of paid time off benefit?
sick leave
compressed work week
lunch period
travel time
30) Which of the following is a characteristic of integrated paid time off
policies?
13. such policies distinguish among reasons for absence
individuals have to justify reason for taking time off
holiday, vacation, sick leave, and personal leave are combined
can lead to increased unscheduled absences
31) This policy allows employees to schedule time-off without having to
justify the reasons.
personal paid time off
personal leave
integral paid time off
integrated paid time off
32) This federal law addresses overtime pay.
FLSA
COBRA
ERISA
HIPPA
33) Temporary employment agencies are responsible for complying
with all federal employment legislation except which one?
14. ADA
FLSA
workers’ compensation
ERISA
34) What is it called when Tanesha and Jaunita both work part-time to
complete the duties of one full-time position?
job sharing
freelancing
dual staffing
safe harboring
35) Since temporary workers are employees of both the temporary
employment agency and the client company, the dual employer
common law doctrine establishes temporary workers right to receive
which of the following?
retirement benefits
workers’ compensation
health insurance
employee benefits
15. 36) The safe harbor rule requires that the contingent worker be
covered by whose pension plan?
the leasing company
the client company
depends on the contractual arrangement between the leasing company
and the employer
the employee is responsible for his or her own pension
37) To be covered by FLSA overtime and minimum wage provisions,
seasonal employees must work for a company that is open how many
months in a year?
6
7
11
12
38) Employers only have to provide protective insurance to part-time
employees covered by which federal law
FLSA
COBRA
16. ERISA
HIPPA
39) This term reflects an approach to job design that results in the
development of more intrinsically motivating and interesting work.
job security
job enrichment
job variety
job identity
40) This type of pay system rewards employees for successfully
acquiring new job-related knowledge
person-focused pay
competency-based pay
merit pay
incentive pay
==============================================
HRM 324 Week 1 Assignment Organizational Objectives
and Total Compensation in Different Markets (2 Papers)
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This Tutorial contains 2 Papers
Unsure of legal obligations in designing a total compensation plan, a
client has asked you, as a human resources consultant, to explain how
certain laws and regulations affect total compensation in their
organization. The client’s organization employs 200 people, is a federal
contractor, and operates in the biotech industry.
Write a no more than 2 page paper providing examples of laws and
regulations influencing total compensation.
Analyze similarities and differences in total compensation between this
organization and other organizations in different external markets.
Discuss at least two examples that illustrate such similarities and
differences.
Draw conclusions based upon Learning Activity Readings in eCampus,
Martocchio (2014) and/or Milkovich, Newman and Gerhart (2014),
personal experience, and data collected from organizations.
Integrate and apply week 1 readings,Stategic Compensation,
Martocchio (2014) and/orCompensation 8h
Edition, Milkovich,
18. Newman and Gerhart (2014), throughout paper.Direct quotations
should be avoided.
Research should be summarized and synthesized using your own words;
be certain to cite sources of knowledge.
Compare your paper with Guide for Written Assignments attached to
week one assignment.
Format your paper consistent with APA 6th Edition guidelines. APA
sample is attached to assignment.
Click the Assignment Files tab to submit your assignment.
==============================================
HRM 324 Week 1 DQ 1
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Describe your reaction to the following statement: Compensation has
no bearing on a company’s performance.
==============================================
HRM 324 Week 1 DQ 2
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What roles do national and organizational culture play in
compensation?
==============================================
HRM 324 Week 2 Assignment Internal and External Equity
(2 Papers)
FOR MORE CLASSES VISIT
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This Tutorial contains 2 Papers
Write a no more than 3 page paper in which you design a total
compensation plan for an organization focused on internal equity and a
total compensation plan for an organization focused on external equity.
20. Identify advantages and disadvantages of internal and external equity
for the organizations.
Explain how each plan supports that organization’s total compensation
objectives and the relationship of the organization’s financial situation
to its plan.
Draw conclusions based upon Learning Activity Readings in eCampus,
Martocchio (2014) and/or Milkovich, Newman and Gerhart (2014),
personal experience, and data collected from organizations.
Integrate and apply week 2 readings,Stategic Compensation,
Martocchio (2014) and/orCompensation 8h Edition, Milkovich,
Newman and Gerhart (2014), throughout paper.Direct quotations
should be avoided.
Research should be summarized and synthesized using your own words;
be certain to cite sources of knowledge.
Compare your paper with Guide for Written Assignments attached to
week one assignment.
21. Format your paper consistent with APA 6th Edition guidelines. APA
sample is attached to assignment.
Format your paper consistent with APA guidelines. APA Sample is
attached to assignment.
==============================================
HRM 324 Week 2 Compensation Evaluation Plan (2 Papers)
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This Tutorial contains 2 Papers
You were hired to work as a HR Consultant for a small local hospital,
with the task of expanding the workforce of certified medical assistants.
Looking at the current three employees, you find a discrepancy in
compensation between Susi, a 2-year employee at
$28,000, Tom, 5-year employee at $27,000, and Raul, a 10-year
employee at $33,000. All are employed as certified medical assistants,
yet they all make different amounts of money.
According to survey data, all three employees are below the market rate
22. for this job in the local job market. All three employees are also
exemplary employees with near perfect scores in their most recent
performance evaluation.
Write a 700- to 1,050-word paper that includes the following: Explain
the discrepancy in pay among the current employees. Describe the
strategy you would take to correct the internal equity issue. Describe
the strategy you would take to correct the external equity issue.
Explain how you will ensure that new hires will be paid equitably both
internally and externally.
Explain how an organization's Total Compensation strategy affects an
organization's financial operations and its ability to attract, motivate,
and retain top talent.
Cite all sources according to APA formatting guidelines.
Click the Assignment Files tab to submit your paper.
===========================================
===
HRM 324 Week 2 DQ 1
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What is job analysis? Oftentimes job analysis is associated with
staffing, but how does it relate to compensation?
==============================================
HRM 324 Week 2 DQ 2
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How does an employer go about determining if their pay is market
competitive?
==============================================
HRM 324 Week 3 Assignment Performance Based Pay and
Employee Rewards Presentation (2 PPT)
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24. This Tutorial contains 2 PPT
Create a Microsoft® PowerPoint® presentation outlining performance-
based total compensation plans for two organizations. The
organizations must be in different industries, have different employee
groups, and utilize different pay strategies.
Describe the pay strategies being used. Because the organizations have
different employee groups, the key objectives for each group should be
different. Address how pay is used to drive organizational objectives.
Include whether or not unions have a role in any of the pay strategies.
Assess direct and indirect rewards plans available to two types of
employee positions. What total reward plans are offered? What
similarities and differences exist among the plans? How well does each
organization’s reward plan support expectations? Which organization
has better aligned pay and rewards with key objectives?
Create 10- to 15-slides for the presentation, including an introduction, a
conclusion slide, and a references slide. Include brief speaker’s notes,
and use at least three APA-formatted sources.
25. Follow Guide for PowerPoint Presentations attached to this
assignment.
==============================================
HRM 324 Week 3 Assignment Solving Union Issues (2
Papers)
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This Tutorial contains 2 Papers
Watch the video in Chapter 5 titled “UPS: Union Management.”
At the end of the video, you are posed with the question: What can you
do as HR Director?
Write a no more than 2 page paper that addresses the question and
issues presented in the video.
Demonstrate critical thinking skills while developing resolutions that
effectively plan out what can be done.
26. Format your paper consistent with APA 6th Edition guidelines.
Click the Assignment Files tab to submit your assignment.
==============================================
HRM 324 Week 3 Candidate Analysis
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This Tutorial contains 2 Papers
You have two employment candidates for a marketing position. Both
have similar educational backgrounds and certifications. However, the
first candidate has 20 years of related experience while the second
candidate has 6 years of similar experience.
The first candidate is asking for a competitive base salary plus one week
extra vacation as part of the benefits package. The second candidate is
asking for a competitive base salary plus a company smart phone
(upgraded each year), and paid Internet service at home. The first
candidate is willing to work a flexible schedule (nights, weekends, etc.),
while the second candidate prefers to work remotely from home. Both
are requesting to be included in the
company's annual bonus plan.
27. Write a 700- to 1,050-word paper that includes the following: Compare
the direct and indirect compensation requests for each candidate. As an
HR professional, what do you think is the best hiring decision for the
company
and why?
Format your paper consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
==============================================
HRM 324 Week 3 DQ 1
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Does your employer have a pay for performance philosophy? If so, how
is this philosophy executed? If your organization does not have a pay
for performance philosophy, what are changes to pay based on?
==============================================
HRM 324 Week 3 DQ 2
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Discuss your views about whether discretionary employee benefits
should be an entitlement or something earned based on job
performance.
==============================================
HRM 324 Week 4 Assignment Retirement Plan Proposal
and Communication Plan (2 Papers)
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This Tutorial contains 2 Papers
You are employed in a newly formed organization with 150 employees.
Management has asked you, as an HR benefits specialist, to provide
them with a proposal that describes two to three retirement plans that
could be offered. In the proposal, you must identify specific
requirements of the Employee Retirement Income Security Act of 1974
the organization would need to fulfill.
29. In addition to the proposal, management has asked you to design a
communication plan that encourages employee participation for one of
the proposed retirement plans.
Design a retirement plan proposal and communication plan of no more
than 4 pages. In the communication plan, include components that
encourage maximum participation from all generations of employees in
the retirement plan.
Address the following issues:
· How will the information be communicated to employees and in
what formats?
· How often will the information be communicated to employees?
· What tools or methods will be used to communicate the plan?
· What strategies will be used to overcome resistance to
participation?
· How will the enrollment process be initially kicked off?
· How will the plan be communicated to make it attractive?
Draw conclusions based upon Learning Activity Readings in eCampus,
Martocchio (2014) and/or Milkovich, Newman and Gerhart (2014),
personal experience, and data collected from organizations.
Integrate and apply week 4 readings,Stategic Compensation,
Martocchio (2014) and/orCompensation 8h
Edition, Milkovich,
Newman and Gerhart (2014), throughout paper.Direct quotations
should be avoided.
30. Research should be summarized and synthesized using your own words;
be certain to cite sources of knowledge.
Compare your paper with Guide for Written Assignments attached to
assignment.
Format your paper consistent with APA 6th Edition guidelines. APA
sample is attached to assignment.
==============================================
HRM 324 Week 4 DQ 1
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What is the difference between a defined contribution retirement plan
and a defined benefit retirement plan?
==============================================
HRM 324 Week 4 DQ 2
FOR MORE CLASSES VISIT
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The communication of employee benefits is key. What should be the
objectives of a benefits communication program? What types of
communication tools does your organization use to communicate
benefits?
==============================================
HRM 324 Week 4 Retirement Plan Selection
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This Tutorial contains 2 Papers
Retirement Plan Selection A new employee joins your company at age
24 making $40,000 per year. Currently, banks are paying 5% interest on
saving accounts, and the rate of return on the company stock is
4% per year. During benefits enrollment, the employee stated that she
would like to retire at age 60 with 3 million dollars in her retirement
account.
Compare the following retirement options for this particular employee
in 1,050 to 1,400 words: 403B 401K Pension Annuities IRA Estate
planning
Determine which retirement option(s) you would choose if you were this
32. employee.
Assess the factors that this employee should consider when selecting a
retirement plan.
Format your paper consistent with APA guidelines.
Click on the Assignment Files tab to submit your paper.
==============================================
HRM 324 Week 5 Assignment Practice Your
Professionalism (2 Papers)
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This Tutorial contains 2 Papers
Prepare a list or summary of the four or five things you took from this
course to use in an interview or discussion with a professional on the
career-relevant skills gained from this five weeks of learning.
Explain these skills briefly as if you were given only a limited amount of
time to be considered for an entry-level HRM position.
Format your paper consistent with APA 6th Edition guidelines.
33. Click the Assignment Files tab to submit your assignment.
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HRM 324 Week 5 Assignment Total Compensation Plan (2
Papers)
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Papers
Design a no more than 5 page total compensation plan for an imaginary
competitor of Google, Walmart, General Motors, UPS, or Merck. Your
plan should address the following details:
· How your plan supports key objectives
· An evaluation of current trends and issues in total compensation
and a prediction of future trends
· Internal and external equity
· A wage management process and rationale
· A retirement plan and how participation will be driven
34. · The influence of the organization’s financial condition on the total
compensation plan
· How your plan will be communicated to leadership and employees
Draw conclusions based upon Learning Activity Readings in eCampus,
Martocchio (2014) and/or Milkovich, Newman and Gerhart (2014),
personal experience, and data collected from organizations.
Integrate and apply assigned readings,Stategic Compensation,
Martocchio (2014) and/orCompensation 8h
Edition, Milkovich,
Newman and Gerhart (2014), throughout paper.Direct quotations
should be avoided.
Research should be summarized and synthesized using your own words;
be certain to cite sources of knowledge.
Compare your paper with Guide for Written Assignments attached to
assignment.
Format your paper consistent with APA 6th Edition guidelines. APA
sample is attached to assignment.
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HRM 324 Week 5 Assignment Total Compensation Plan
Presentation (2 PPT)
FOR MORE CLASSES VISIT
35. www.hrm324edu.com
This Tutorial contains 2 PPT
Create a Microsoft®
PowerPoint®
presentation of 12 to 15 slides that
outlines the plan’s key components, and its stated requirements and
objectives. Include an introduction, a conclusion slide, and a references
slide as well as brief speaker’s notes. Use at least five APA-formatted
sources.
Follow Guide for PowerPoint Presentations attached to assignment.
Click the Assignment Files tab to submit assignments.
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HRM 324 Week 5 Job Description and Total Compensation
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Papers
36. Create the following positions based upon a job analysis:
1. Mailroom clerk: Entry level for a long-term existing company in San
Diego, CA.
2. Manager in the marketing department: Mid-level position in a start-
up company, in
Scottsdale, AZ.
Prepare standard job descriptions of 350 words for each of the positions
with the following
sections: Job Summary Job Requirements (Minimum Education,
Experience and Certifications and/or
training required) Job Functions (Detailed description of the job duties)
Make sure each duty begins
with a present action verb Other information (KSA's, physical
requirements, working conditions, reporting
relationships, location, travel requirements and working hours)
Prepare a 350-word paper after the job descriptions are created that
includes the following: Explain the pay scale appropriate for the each
job (local vs. regional vs. national) and
why the pay scale is appropriate to ensure market competiveness
Discuss direct and indirect compensation plans that match that of the
company's
lifecycle for each job
Format your paper consistent with APA guidelines.
Click on the Assignment Files tab to submit your two job descriptions
and paper in one
document.
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