CAN I GET A CONSTRUCTIVE FEEDBACK ON THIS ESSAY

Wilson Bros. has divided its staff into Executive, Managers, and Plant Personnel categories. The case study clearly defines this grouping; therefore, I see no issue with looking at each group individually when considering a compensation plan.

As we will implement a brand new structure in a loosely structured organization, we must be sensitive to how much change we are implementing and ready to work with the current situation. We need to consider what the brothers have been doing and implement a more structure-based compensation system that still matches what they value and gives them some flexibility.

Considerations:

• Wilson Bros. values hard work.
• The company is required to make fast decisions.
• Historically, the owners have hired based on no pay or employment equity policies.
• Senior management received performance appraisals, but the results were based on bottom-line numbers, not the employees behaviours.
• Wilson Bros. does not have any succession planning or even job descriptions.

Executives and Managers are generally not unionized, as they are required to supervise and be involved in the hiring process. Therefore, we can consider the unions involvement in our decision out of the equation.

Recommendation:

For the Executives and Managers, I would recommend Person Based compensation. These are positions in which we rely on people to use their gained skills, knowledge and abilities to make good decisions that match the organizations strategy and goals (Yap, pg.99). We must compensate them based on what they bring to the organization, as these individuals are a little more difficult to find. Using this system, we evaluate the employees and know their strengths and growth areas. Their pay could increase when they increase their knowledge and become certified. (Yap, pg.98) Although this form of compensation can be expensive (Yap, pg.99), having the right people in the right upper-level positions can increase an organization's success. High turnover only costs even more money to the organization; therefore, investing in the current staff only makes sense. Sometimes, this method also allows for fewer people required, as the current staff have greater flexibility.

Plant Personnel are the majority of their workforce and must be compensated fairly. They need clear guidelines to understand how and why they are being compensated. (Yap, pg. 73) Clear job descriptions and communication from management will improve the employees morale and build trust within the organization.

Recommendation:

Where many employees may be doing the same or similar job tasks, I would suggest that there would be more success using the Job Evaluation compensation. (Yap, pg.72) Job evaluations would ensure that individuals doing the same or similar work receive equal compensation. Although this would be time-consuming and have an initial amount of work, in the end, it would also ensure that there is equality amongst the workers. As some plants are unionized, it could also help to ensure fairness (Yap, pg. 74) and justification behind the employers compensation plan. It would allow the employees to see a clear connection between their work and compensation. Using a system like the job classification method lets Wilson Bros group employees into job classes and compensate them based on that level.