QuickHelper

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About QuickHelper

Levels Tought:
Elementary,High School,College,University,PHD

Expertise:
Accounting,Applied Sciences See all
Accounting,Applied Sciences,Business & Finance,Chemistry,Engineering,Health & Medical Hide all
Teaching Since: May 2017
Last Sign in: 261 Weeks Ago, 3 Days Ago
Questions Answered: 20103
Tutorials Posted: 20155

Education

  • MBA, PHD
    Phoniex
    Jul-2007 - Jun-2012

Experience

  • Corportae Manager
    ChevronTexaco Corporation
    Feb-2009 - Nov-2016

Category > HR Management Posted 26 Sep 2017 My Price 10.00

Why each section of the Guide is important

Assignment II - Practitioner's Guide

Goal:

Submitted assignment will be a written reference guide to support the completion of at least five (5) primary compensation area activities/responsibilities. The intent of this assignment is for the scholar to develop a user-friendly tool that may be applied in the workplace to document Compensation processes, orient a new Compensation area employee and/or describe Compensation processes to clients.

Completion of this assignment is intended to assist in accomplishing Objectives: Describe each component of a compensation management system; Develop a practitioner's guide for some of the key compensation management tasks.

Steps:

  1. Consider the material to be read for class, and the information reviewed and discussed each week. These will provide a foundation for the Guide.
  2. Consider: 
  3. Why each section of the Guide is important
  4. The goals of each section
  5. The organizational impact
  6. The key models/perspectives
  7. The recommended practices
  8. The related legal and ethical issues
  9. Extract essential practitioner-oriented information every week from each chapter. Capturing this information in the Practitioner's Guide will provide reference materials that can be used on the job.
  10. Develop user-friendly reference document that supports the completion of - at minimum - these five key ingredients:
  11. Job Analysis
  12. Job Evaluation
  13. Designing Pay Levels, Mix and Pay Structures
  14. Pay for Performance
  15. Performance Appraisal and Links to the Compensation System
  16. The following format and sections are required:
  17. Definition of the key ingredient/activity (above)
  18. Rationale of it's importance
  19. Potential impact on organizational outcomes
  20. Organizational symptoms that suggest that the function is not being performed correctly
  21. Key descriptive models (note important differences)
  22. Key steps in executing the prescribed models, processes or techniques
  23. Issues that could prevent this function from being successfully executed
  24. Critical success factors/activities that must be completed in order to successfully execute this function

Answers

QuickHelper
(10)
Status NEW Posted 26 Sep 2017 06:09 AM My Price 10.00

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