To create a more competitive total reward program for shipping and receiving manager and clerk positions, a comprehensive job analysis is necessary. This involves gathering information about duties, responsibilities, required skills, and qualifications for each role. A point$-$factor job evaluation system is recommended due to the company's size and structure, as it allows for a systematic and objective assessment of the relative value of different positions within the organization.Market surveys are also conducted to gather data on compensation and benefits for similar positions in the industry and geographic region. Internal surveys analyze the compensation data of comparable positions within the organization, while external surveys provide benchmarking data from other companies. Analyzing the data collected from market surveys helps identify any gaps between the company's current compensation levels and market rates for the shipping and receiving manager and clerk positions.A comprehensive total reward program is developed, including competitive base salaries, performance$-$based incentives, benefits packages, and non$-$monetary rewards such as career development opportunities, recognition programs, and work$-$life balance initiatives. The program is tailored to the specific needs and preferences of employees in the shipping and receiving roles.Communication and implementation of the new total reward program are crucial to ensure transparency and understanding of the changes. Managers should receive training on effective communication and address any questions or concerns. The program is implemented systematically, making adjustments as needed based on feedback and performance.Continuous monitoring and evaluation of the total reward program are necessary to ensure its effectiveness and alignment with organizational goals. By following these steps and utilizing a point$-$factor job evaluation system, the company can develop a more competitive total reward program for the shipping and receiving manager and clerk positions.Reference:Armstrong, M$.,$ & Taylor, S$.(2019).$ Armstrong's Handbook of Reward Management Practice $(6$th ed$.).$ Kogan Page.Gallagher, D$.,$ & Murphy, D$.(2020).$ Effective Communication for Human Resource Professionals. Society for Human Resource Management $($SHRM$).$SHRM$.(2020).$ Measuring and Evaluating Human Resources Programs. Peer response