The table below provides data from a compensation survey for the job of Industrial Engineer. Part 1: Assume you are managing a high-involvement firm that employs about 800 people and you employ 10 industrial engineers. Develop a compensation structure for this job, indicating the amount of base pay the job will provide (including the pay ranges) and the amount and type of performance pay and indirect pay. Part B: Assume the survey data are eight months out of date, and your new compensation structure will take effect in four months and apply to the following 12-month period. Make the necessary adjustment to base pay allowing for an assumed 3% increase. Part C: Describe how you would alter your compensation structure if the firm had a 1) human relations managerial strategy, and 2) a classical managerial strategy.

The table below provides data from a compensation survey for the job of Industrial Engineer. Part 1: Assume you are managing a high-involvement firm that employs about 800 people and you employ 10 industrial engineers. Develop a compensation structure for this job, indicating the amount of base pay the job will provide (including the pay ranges) and the amount and type of performance pay and indirect pay. Part B: Assume the survey data are eight months out of date, and your new compensation structure will take effect in four months and apply to the following 12-month period. Make the necessary adjustment to base pay allowing for an assumed 3% increase. Part C: Describe how you would alter your compensation structure if the firm had a 1) human relations managerial strategy, and 2) a classical managerial strategy