Strategic Compensation A Human Resource Management Approach 8th edition Joseph J. Martocchio - Solutions

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Is it advantageous to take a talent management approach to managing employee retention? Why or why not?
What would you as a supervisor do to avoid someone accusing you of wrongful dismissal?
1. What would be the advantages to Carter Cleaning Company of setting up such a career planning program? 2. Who should participate in the program, and why? All employees? Selected employees? 3. Outline and describe the program you would propose for the cleaners, pressers, counter people, and
What is the difference between exempt and nonexempt jobs?
What is the relationship between compensable factors and job specifications?
Explain in detail how to establish a market-competitive pay plan.
Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method.
Define and give an example of how to conduct a job evaluation.
Explain how to price managerial and professional jobs.
Working individually or in groups, conduct salary surveys for the following positions: entry-level accountant and entry-level chemical engineer. What sources did you use, and what conclusions did you reach? If you were the HR manager for a local engineering firm, what would you recommend that
Working individually or in groups, develop compensation policies for the teller position at a local bank. Assume that there are four tellers: two were hired in May and the other two were hired in December. The compensation policies should address the following: appraisals, raises, holidays,
Working individually or in groups, access relevant websites to determine what equitable pay ranges are for these jobs: chemical engineer, marketing manager, and HR manager, all with a bachelor’s degree and 5 years’ experience. Do so for the following cities: New York, New York; San Francisco,
Some of America’s executives have come under fire because their pay seemed to some to be excessive, given their firms’ performances. To choose just two of many: one Citigroup division head was due a $97 million bonus, and Merrill Lynch paid tens of millions in bonuses soon after Bank of America
1. Although the case with OFCCP is closed, we wonder if there are any less discriminatory explanations possible for why our women sales reps on average earned less than men. If so, what are they?2. Our company now uses a point method to evaluate jobs for pay purposes, and each resulting job class
1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why? 2. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? 3. Similarly, is Carter’s male–female
1. Does the pay-for-performance plan seem like a good idea? Why or why not?2. What advice would you give Regina and Sandy as they consider their decision?3. What mistakes did they make in adopting and communicating the new salary plan? How might Sandy have approached this major compensation change
Compare and contrast six types of incentive plans.
What is unemployment insurance? Is an organization required to pay unemployment benefits to all dismissed employees? Explain how you would go about minimizing your organization's unemployment insurance tax.
What is "portability"? Why do you think it is (or isn't) important to a recent college graduate?
What are the main provisions of the FMLA?
Describe the main retirement benefits.
Explain how ERISA protects employees’ pension rights.
Working individually or in groups, develops an incentive plan for the following positions: chemical engineer, plant manager, used-car salesperson. What factors did you have to consider in reaching your conclusions?
A state university system in the southeast recently instituted a "Teacher Incentive Program" (TIP) for its faculty. Basically, faculty committees within each university’s college were told to award $5,000 raises (not bonuses) to about 40% of their faculty members based on how good a job they did
The PHR and SPHR Knowledge Base Appendix (pages 468–476) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management, Workforce Planning, and Human Resource Development). In groups of four to five
Working individually or in groups, research the unemployment rate and laws of your state. Write a summary detailing your state’s unemployment laws. Assuming Company X has a 30% rate of personnel terminations, calculate Company X’s unemployment tax rate in your state.
You are the HR consultant to a small business with about 40 employees. Now the firm offers only five days vacation, five paid holidays, and legally mandated benefits such as unemployment insurance payments. Develop a list of other benefits you believe they should offer, along with your reasons for
1. Assume you are mediating this dispute. Discuss five creative solutions you would suggest for how the grocers could reduce the health insurance benefits and the cost of their total benefits package without making any employees pay more.2. From the grocery chains’ point of view, what is the
1. Should this plan be extended to pressers in the other stores?2. Should other employees (cleaner/spotters, counter people) be put on a similar plan? Why? Why not? If so, how, exactly?3. Is there another incentive plan you think would work better for the pressers? Describe it.4. A store
Discuss important factors that shape ethical behavior at work.
Give examples of four fair disciplinary practices.
Explain how you would ensure fairness in disciplining, discussing particularly the prerequisites to disciplining, disciplining guidelines, and the discipline without punishment approach.
Discuss at least four specific HR tools managers use to influence ethical behavior at work.
Define employee relations and discuss at least four methods for managing it.
Discuss at least four specific ways in which HR management can influence ethical behavior at work.
What techniques would you use as alternatives to traditional discipline? What do such alternatives have to do with “organizational justice”? Why do you think alternatives like these are important, given industry’s current need for highly committed employees?
Choose two companies, one (such as software firm SAS) that you believe is known for outstanding employee relations, and one that is known for less harmonious employee relations. Using any sources available, write a two-page report lying out the factors that you think explain the differences between
Working individually or in groups, determines the nature of the academic discipline process in your college. Do you think it is effective? Based on what you read in this chapter, would you recommend any modifications?
1. Based on what you read in this chapter, summarize in one page or less how you would explain Enron’s ethical meltdown.2. It is said that when one securities analyst tried to confront Enron’s CEO about the firm’s unusual accounting statements, the CEO publicly used vulgar language to
1. What would you do if you were Jennifer, and why?2. Should a disciplinary system be established at Carter’s Cleaning Centers?3. If so, what should it cover, and how would you suggest it deal with a situation such as the one with the errant counter people?4. How would you deal with the store
Explain why union membership dropped, and what the prospects are for the union movement.
What actions might make employers lose elections?
Define impasse, mediation, and strike, and explain the techniques that are used to overcome an impasse.
Why do employees join unions? What are the advantages and disadvantages of being a union member?
What is meant by good faith bargaining? Using examples, explain when is bargaining not in good faith?
You are the manager of a small manufacturing plant. The union contract covering most of your employees is about to expire. Working individually or in groups, discuss how to prepare for union contract negotiations.
Several years ago, 8,000 Amtrak workers agreed not to disrupt service by walking out, at least not until a court hearing was held. Amtrak had asked the courts for a temporary restraining order, and the Transport Workers Union of America was actually pleased to postpone its walkout. The workers were
What does www.seiu.org/ tell you about this union’s aims and how they intend to achieve them?
The PHR and SPHR Knowledge Base Appendix (pages 468-476) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in Strategic Management, Workforce Planning, and Human Resource Development). In groups of four to five
1. The producers said the WGA was not bargaining in good faith. What did they mean by that, and do you think the evidence is sufficient to support the claim?2. The WGA did eventually strike. What tactics could the producers have used to fight back once the strike began? What tactics do you think
1. Do you think it is important for Carter Cleaning Company to have a formal grievance process? Why or why not?2. Based on what you know about the Carter Cleaning Company, outline the steps in what you think would be the ideal grievance process for this company.3. In addition to the grievance
Discuss the basic facts about OSHA—its purpose, standards, inspection, and rights and responsibilities.
Explain how an employee could reduce stress at work.
Explain what causes unsafe acts.
Working individually or in groups, answer the question, “Is there such a thing as an accident-prone person?” Develop your answer using examples of actual people you know who seemed to be accident prone on some endeavor.
An issue of the journal Occupational Hazards presented some information about what happens when OSHA refers criminal complaints about willful violations of OSHA standards to the U.S. Department of Justice (DOJ). Between 1982 and 2002, OSHA referred 119 fatal cases allegedly involving willful
Recently, a 315-foot-tall, 2-million-pound erection crane collapsed on a construction site in East Toledo, Ohio, killing four ironworkers. Do you think catastrophic failures like this are avoidable? If so, what steps would you suggest the general contractor take to avoid a disaster like this?
1. Based upon your knowledge of health and safety matters and your actual observations of operations that are similar to ours make a list of the potential hazardous conditions employees and others face at LearnInMotion.com. What should they do to reduce the potential severity of the top five
1. How should the firm go about identifying hazardous conditions that should be rectified? Use data and checklists such as in Figure 14.4 and the HR Practice feature on pages 400 – 403, to list at least 10 possible dry cleaning store hazardous conditions.2. Would it be advisable for the firm to
Define compensation.
Identify two companies—one that you believe pursues a lowest-cost strategy and another that pursues a differentiation strategy. Relying on personal knowledge, company annual reports, or articles in newspapers and business periodicals, discuss these companies’ competitive strategies.
Describe your reaction to the following statement: compensation has no bearing on a company’s performance.
Are the three main goals of compensation departments equally important, or do you believe that they differ in importance? Give your rationale.
1. Following Sportsman’s shift in competitive strategy, what are some considerations for the company’s human resource management practices?2. What kind of challenges will Sportsman face specifically in the area of compensation? 3. What is merit pay? Explain the role of performance appraisals
1. Do you think EasySpa would benefit from hiring a compensation professional? How?2. How can Jay convince the CEO to hire a compensation professional?
Do unions make it difficult for companies to attain a competitive advantage? Explain your answer.
Select one of the contextual influences presented in this chapter. Identify a company that has dealt with this influence, and conduct some research on the company’s experience. Be prepared to present a summary of the company’s experience in class.
Some people argue that there is too much government intervention, whereas others say there is not enough. Based on the presentation of laws in this chapter, do you think there is too little or too much government intervention? Explain your answer.
1. Why did Amy classify the Shift Leaders are Exempt? Are there any advantages to Jones Department Store to having the Shift Leaders classified as Exempt?2. Do you think that the Shift Leaders are properly classified as Exempt? Why or why not?3. What are some factors that Amy should consider when
1. What are some competitive forces that human resource management consultant will consider in conducting a strategic analysis to determine compensation practices?2. How will being in the growth stage impact the company’s compensation practices?
Human capital theory has been advanced as a rationale underlying seniority pay. Identify two individuals you know who have performed the same job for at least two years. Ask them to describe the changes in knowledge and skills they experienced from the time they assumed their jobs to the present.
Subjective performance evaluations are subject to several rater errors, which makes objective measures seem a better alternative. Discuss when subjective performance evaluations might be better (or more feasible) than objective ratings.
Consider a summer job that you have held. Write a detailed job description for that job. Then, develop a behaviorally anchored rating scale (BARS) that can be used to evaluate an individual who performs that job in the future.
This chapter indicates that merit pay plans appear to be the most common form of compensation in the United States. Although widely used, these systems are not suitable for all kinds of jobs. Based on your knowledge of merit pay systems, identify at least three jobs for which merit pay is
Select three distinct jobs of your choice. For each job, identify what you believe is the most appropriate performance appraisal method. Based on your choices, sketch a performance appraisal instrument. Discuss the rationale for your choice of performance appraisal methods.
1. What are some problems with Precision’s performance appraisal process that might cause challenges for Jackson to implement a merit pay program?2. What changes do you recommend Precision make to the performance appraisal process to align it with a merit pay program?3. Discuss the concept of
1. What are some factors that Heidi should consider as she determines whether or not she should hire an additional worker?2. Based on the information provided, do you think Heidi should hire an additional worker?
Indicate whether you agree or disagree with the following statement: “Individual incentive plans are less preferable than group incentives and companywide incentives.”
There is currently a tendency among business professionals to endorse the use of incentive pay plans. Identify two jobs for which individual incentive pay is appropriate and two jobs for which individual incentive pay is inappropriate. Be sure to include your justification.
Critics of profit sharing plans maintain that these plans do not motivate employees to perform at higher levels. Under what conditions are profit sharing plans not likely to motivate employees?
Unlike individual incentive programs, group and companywide incentive programs reward individuals based on the group and companywide performance standards, respectively. Under group and companywide incentive programs, it is possible for poor performers to benefit without making substantial
Opponents of incentive pay programs argue that these programs manipulate employees more than seniority and merit pay programs. Discuss your views of this statement.
1. What are some advantages of offering an individual piecerate rate pay plan to the furniture builders at Metropolitan Furniture?2. What are some advantages of offering a team-based incentive pay plan?3. What do you think Sally should do?4. How can incentive pay systems, when properly applied,
1. Do you think the company should offer merit pay increases? Why or why not?2. If the company chooses not to offer the merit pay increases, how should they approach explaining the decision to the employees?
“Person-focused pay plans are least preferable compared with individual incentive pay programs.” Indicate whether you agree or disagree with this statement. Detail your arguments to support your position.
Person-focused pay is becoming more prevalent in companies; however, person-focused pay programs are not always an appropriate basis for compensation. Discuss the conditions under which incentive pay is more appropriate than pay-for-knowledge pay programs. Be sure to include your justification.
Name at least three jobs that have been influenced by such technological advances as robotics, word processing software, fax machines, and electronic mail. Describe the jobs prior to the technological advances and explain how these jobs have changed or will change because of the technological
Discuss your reaction to the following statement: “Companies should not provide training to employees because it is the responsibility of individuals to possess the necessary knowledge and skills prior to becoming employed.”
1. What are some advantages of a person-focused pay system at Mitron?2. What are some disadvantages?3. What approach would you recommend for Holly to take in designing a person-focused pay system?4. Compare and contrast the stair-step model and the skill blocks model. What kinds of skills are
1. What are some factors that will influence the success of a gain sharing plan in improving employee involvement and productivity?2. Do you think a gain sharing plan would be successful at Circle Works?
Discuss the differences between job analysis and job evaluation. How do these practices help establish internally consistent job structures?
Conduct a job analysis of a person you know, and write a complete job description according to the principles described in this chapter. In class, be prepared to discuss the method you used for conducting the job analysis and some of the challenges you encountered.
This chapter provides rationale for conducting job analysis, and it indicates some of the limitations. Take a stand for or against the use of job analysis, and provide convincing arguments for your position.
Respond to the statement “Building an internally consistent job structure is burdensome to companies. Instead, it is best to simply define and evaluate the worth of jobs by surveying the market.”
Do you consider job evaluation to be an art or a science? Please explain.
1. Do you think that job analysis and job evaluation will benefit Customers First?2. What is your opinion on Joan’s view on job analysis and job evaluation?3. What do you recommend Customers First do? Why?4. Why must a job analysis be reliable and valid? What can a compensation professional do
1. What are advantages of shifting to a pay-for-knowledge program at TechEx Repair?2. What are advantages of keeping the company’s current bonus plan?3. What do you think Tech Ex should do?
You are a compensation analyst for Worry-Not Insurance Company, which is located in Hartford, Connecticut. Define the relevant labor market for insurance claims adjusters and for data entry clerks. Describe the rationale for your definitions.
Can companies easily develop compensation systems that are both internally consistent and market competitive? What are some of the challenges to this goal?
1. What are some strategic considerations in establishing a pay structure at Nutriment?2. Should Jack suggest a pay policy to lead, lag or match the market? Explain your recommendation.3. Explain the role of compensation surveys. Why is it important to update survey data?4. Explain market pay

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