Compensation

Step $1)$ Refer back to your textbook or eBook, Chapter $11-$ Total Rewards and Compensation, Section $11-4$

Compensation System Design Issues, and Section $11-4$c Marketing Competitive Colinpensation

Step $2)$ Review the attachment, ABC Company Staffing Plan for $20$XX$.$ ABC company will be expanding into new

locations in the near future and would like to take a market competitive approach when hiring HR staff in

certain geographic areas. See the compensation costs.

ABC Company Pay Ranges for $20$XX$.$pdf

Step $3)$ Refer to the attachment, ABC Company Pay Ranges; and review the data focusing on the differences in pay in

relation to compensation strategies $($see Figure $11-6$ pp$.387).$

ABC Company Staffing Plan Spreadsheet for $20$XX$.$pdf

Step $4)$ Refer to section $11-5$b Market Pricing, $11-6$ Pay Structures, $11-6$a Pay Grades, and $11-6$b Pay Ranges, read and

study.

Step $5)$ In your first post, answer the following questions:

For the VP of HR$,$ see the cost of compensation. The labor market is currently paying approximately

$$190,000$ a year in San Francisco. ABC Company will be hiring its new VP HR at $$210,000$ a year. Do you

think ABC Company's compensation for this position is to pay competitive, fair, and equitable? Why or

why not? Is this position in the Lag, Lead, or Market strategy? Explain your findings.

For the two HR Generalist positions in Houston. One is priced at $$90,000$ a year, and the other at $$88,000$

a year. Take into consideration the point factor example on p$.390.$ What might be causing a difference in

pay between the two positions if they are the same? Explain your rationale. Why is it important to create

Dav ranges to iustifv vour answer?

Responses $(0)$