PAY POLICY $(3\%)$

Task C: Given the pay policy top management have decided, consider the following:

$$ Does this pay policy make good business sense? Do you think it is consistent with the organization$$s business strategy?

$$ What are the implications of this pay policy for other HR systems, such as retention and recruiting?

JOB ANALYSIS & JOB EVALUATION

As the results job evaluation and job evaluation, you have created the internally$-$aligned job structure. For Task D through Task J$,$ please use the information below, so that everyone is on the same start line for Phase$-2.$

Internal Job Structure based on Job Evaluation

Job Title Job Evaluation Points

Front desk receptionist $120$

Administrative assistant $140$

Payroll assistant $170$

Operations analyst $220$

Benefits manager $250$

Again, for Phase$-2,$ you need to use this internal job structure and job evaluation points. That is$,$ you need to regard this J$.$E$.$ points as the finalized ones for the rest of analysis.

$$

PAY SURVEY $(10\%)$

Task D: Calculate the weighted means $($for base pay$)$ for each benchmark job.

The weighted means for the sample data in this case are:

Front desk receptionist $

Administrative assistant $

Payroll assistant $

Operations analyst $

Benefits manage $

If there were any outliers $($i$.$e$.,$ extreme data points$)$ in these data, what would you recommend doing with them?

$$

PAY STRUCTURE $(30\%)$

Task E: Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points $($on the X axis$)$ and the respective weighted average market base pay $($on the Y axis$)$ for each benchmark job. $[$More specifically, identify the slope and y$-$intercept and write the equation for the market pay line. $($e$.$g$.,$ Y $=258\mathrm{.}22$X $+675\mathrm{.}19)]$

Regression equation:

Task F: What is your R$-$squared $($variance explained$)?$ Is it sufficient to proceed?

R$-$squared $($R$2)$:

Task G: Calculate the predicted base pay for each benchmark job.

Benchmark Job Predicted Base Pay Calculations

Front desk receptionist $

Administrative assistant $

Payroll assistant $

Operations analyst $

Benefits manage $

Briefly describe the process of calculation here.

Task H: Because your company wants to lead in base pay by $5\%,$ adjust the predicted pay rates to determine the base pay rate you will offer for each benchmark job.

Benchmark Job Adjusted Base Pay Calculations

Front desk receptionist $

Administrative assistant $

Payroll assistant $

Operations analyst $

Benefits manage $

Briefly describe the process of calculation here.

Task I: Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.

Grade Jobs Rationale

Pay Grade A

Pay Grade B

Pay Grade C

Task J: Use your answer to Task I to determine the pay range $($i$.$e$.,$ minimum and maximum$)$ for each pay grade.

The percent guidelines, based on input from the job evaluation committee, are:

$$ Clerical and office positions: $10\%$ above and below the midpoint.

$$ Entry to mid$-$level professional and management positions: $30\%$ above and below the midpoint.

Grade Jobs Base pay Average Minimum Maximum

A $ $ $ $

$

B $ $ $ $

$

C $ $ $ $

$