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Strategic Compensation A Human Resource Management Approach Global Edition 8th Edition Joseph J. Martocchio - Solutions
Identify and describe at least one law in each of the four groups of federal laws that apply to compensation practice.
Define at least two federal laws that shape discretionary benefits practices and identify the relevant employee benefits practices to which they apply.
Summarize at least three laws that apply exclusively to federal employers’compensation practices.
Explain how labor unions influence compensation practices.
In your opinion, how has your local government played an important role in raising the minimum wage? How can other stakeholders influence the decision on minimum wage?
Describe the salient features of your country’s employment laws that provide the minimum coverage in terms of pay, benefits, and working conditions that safeguard the workers’ or employees’ employment conditions.
Some people argue that there is too much government intervention, while 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.
Why did Amy classify the shift leaders as exempt? Are there any advantages to Jones Department Store to having the shift leaders classified as exempt?
Do you think that the shift leaders are properly classified as exempt? Why or why not?
If you were the store manager, what would you offer Jane to compensate her for the loss of earnings?
How would the compensation system change if the minimum wage provision of the Fair Labor Standards Act of 1938 were repealed?
Distinguish between disparate treatment and disparate impact in a compensation context.
Describe seniority and longevity pay practices.
List at least three elements of merit pay.
Give examples and definitions of performance appraisal methods.
Explain at least three ways compensation professionals can strengthen the pay-for-performance link and summarize each one.
Discuss three possible limitations of merit pay programs.
List what you consider to be the primary job duties or assignments at this time(list in order of priority):
Describe contributions, achievements, or improvements made by the employee during the past appraisal period:
Describe any specific change, improvements, or goals desired for the employee’s performance in the next appraisal period:
Describe the coaching, training, or development activities you would support in pursuit of improved performance, employee growth, learning, and/or career development:
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 2 years. Ask them to describe the changes in knowledge and skills they experienced from the time they assumed their jobs to the present.
What are some of the challenges faced by employers in implementing merit pay plans from various perspectives such as business and cultural factors?
What are some problems with Precision’s performance appraisal process that might cause challenges for Jackson to implement a merit pay program?
As an HR professional, how would you advise Jack on improving the current performance appraisal process and aligning it to the pay-for-performance plan?
Discuss the concept of “just-meaningful pay increase.” How can it strengthen the pay-for-performance link?
A company of 15 employees has recently decided to overhaul its performance appraisal system. Which plan would be most appropriate for the company to adopt?Why?
Explain two reasons why companies use incentive pay.
Concisely provide a contrast between incentive pay methods and traditional pay methods.
List three categories of incentive pay plans.
Define individual incentive plans and give one example.
Provide the definition group incentives and summarize two examples of group incentive plans.
Discuss the advantages and disadvantages of group incentive plans.
Offer a definition of company-wide incentive plans with an example.
List and summarize five factors in the design of incentive pay programs
Indicate whether you agree or disagree with the following statement: “Individual incentive plans are less preferable than group incentives and companywide incentives.” Explain your answer.
The piece-rate pay plan is commonly adopted by multinational companies that have manufacturing operations worldwide. How do these companies adapt its piece-rate pay plan to the local country?
Unlike individual incentive programs, group and companywide incentive programs reward individuals based on group (e.g., cost savings in a department) and companywide (e.g., profits)performance standards, respectively. Under group and companywide incentive programs, it is possible for poor
What are your views on the use of team-based pay plans by companies in different countries? Justify your answer.
What are some advantages of offering a piece-rate pay plan to the furniture builders at Metropolitan Furniture?
What are some advantages of offering a team-based incentive pay plan?
Which factors should Sally consider when designing an incentive pay plan? How would they influence the effectiveness of the plan?
Compare and contrast individual and group incentive plans.
Explain the concept and practice of person-focused pay.
Describe the type of setting in which person-focused pay is most likely to be used.
Name and explain the reasons companies adopt person-focused pay programs.
Summarize the varieties of person-focused pay programs.
Contrast person-focused pay with job-based pay.
Provide an explanation of the advantages and disadvantages of person-focused pay plans.
“Person-focused pay plans are least preferable compared with individual incentive pay programs”(Chapter 4). 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 (Chapter 4) is more appropriate than person-focused pay programs. Be sure to include your
Many companies adopted the person-focused pay plan for their business operations internationally.Examine the job vacancy advertisements placed by companies at your local shopping mall and explain how they implemented the person-focused pay plan.
As discussed in the chapter, person-focused pay programs are not suitable for all kinds of jobs. Based on your understanding of person-focused pay concepts, identify at least three jobs for which this basis for pay is inappropriate. Be sure to provide your rationale, given the information in this
What are some advantages of a person-focused pay system at Mitron?
What are some disadvantages?
If you were the HR director for Mitron Computers, what would you recommend to solve the company’s problem of the shortage of higher-level skilled workers? Justify your recommendations.
Compare and contrast the stair-step model and the skill blocks model. What kinds of skills are applicable in each model?
Compare and contrast person-focused pay and job-based pay. Discuss the advantages of person-focused pay to employers.
Explain the concept of internally consistent compensation systems.
Summarize the practice of job analysis.
Describe the practice of job evaluation.
Give two examples of job evaluation techniques and briefly summarize each one.
Explain how internally consistent compensation systems and competitive strategy relate to each other.
Conduct a job analysis of a person you know, and write a complete job description (no longer than one page) 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.
What are the factors that determine how actively human resource professionals are engaged in making valid and reliable job analyses? Explain your answer.
Do you think that job analysis and job evaluation will benefit Customers First?
What would you recommend to make the job analysis and job evaluation process less tedious and less time-consuming for line managers?
What do you recommend Customers First do? Why?
Explain the concept of market-competitive compensation systems and summarize the four activities compensation professionals engage in to create these systems.
Discuss how compensation professionals integrate job structures with external market pay rates.
Present the basic concepts of two compensation policy types: pay mix and pay level
Can companies easily develop compensations that are both internally consistent and market competitive? What are some of the challenges to this goal?
Refer to the regression equation presented earlier in this chapter. When b = 0, the market pay line is parallel to the x-axis (i.e., job evaluation points).Provide your interpretation.
Why do multinational companies that operate globally often adopt generic pay policy statements on its external market competitiveness instead of specific pay policy positioning for its different job families or job functions?
What would be your recommendation on the pay level strategy or pay positioning for the different job families or job functions, and why?
Explain the role of compensation surveys. Why is it important to update survey data?
Explain market pay line. How is it used in the context of pay level policies such as market lead, market lag, and market match?
Explain the concept of pay structures.
Specify and explain the five steps necessary to construct a pay structure.
Discuss at least two considerations in designing merit pay systems.
Explain at least two sales compensation plan design considerations.
Describe three main considerations of person-focused pay program design.
Present a summary of two pay structure variation practices.
State the definitions of qualified plans and nonqualified plans and indicate the main difference between them.
List nine minimum standards for qualified plans.
Explain what defined benefit plans are.
Explain what defined contribution plans are.
List and summarize two types of defined contribution plans.
Identify and summarize three broad classes of health insurance programs.
Briefly state the rationale for consumer-driven health care.
Describe some of the actions taken by companies or the government in your country to tackle rising health care costs and the impact of these measures on the various stakeholders.
Describe some of the challenges Susan might face in recommending the HSA option to her CEO or management team and employees.
What do you recommend? Why?
Compare and contrast defined contribution plans with defined benefit plans.
Define health insurance concepts such as insurance policy and premium, and explain the different types of health insurance programs. What are the differences among these programs?
In a historical context, discuss at least two main reasons why the U.S. government required certain employee benefits.
Summarize three main components of legally required benefits.
Indicate the main benefits and costs of legally required benefits.
Summarize the five fundamental objectives of employee benefits program design.
What can employers in your country do to overcome the “entitlement mentality” of employees with regard to benefits offered to them?
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