Module 3 – Compensation Plan – Total Rewards Course in Human Resources

PLEASE REVIEW THE RUBRIC!!

Read the rubric to make sure you include each component of the assignment and to make sure you provide what is needed to receive a grade of proficient.  There are no surprises, I grade based on the rubric – nothing more…nothing less.

So what do we have due this week?!?  Your first Milestone! 

Copied directly from the course room:  In this module, we will review how companies structure these pay bases, with the exception of seniority, which is typically no longer the main basis for pay in companies. We will start out by considering the fundamental process of constructing pay structures. We will then examine the design elements of merit pay structures. Then we will move on to specific pay structures, including merit pay, sales incentive pay, and person-focused pay.

When designing a compensation structure one of the most important components is internal consistency.  It does not matter what your competition is doing if your organization does not have a consistent system in place.

If you have not done so already, I strongly encourage you to review the Milestone One Guidelines and Rubric and please make sure you include all the critical elements which I list below for your easy review:

Internal Consistency:

• Create complete job descriptions for the benefits manager and production worker position using O*NET. Note: There may be several versions of these positions on O*NET.  You should create personalized job descriptions that are tailored to the company.  Think about the time you applied for a job, how did the job description look?  If you were handed a piece of paper with very little detail, would you be interested in the job?  This section calls for a complete job description, not a paragraph or two about the job!  DETAILS!!!
  (DO NOT COPY AND PASTE – use O*Net and other sources for ideas, format, and suggestions but create your own job descriptions)
• Calculate the job evaluation points for the administrative assistant, operations analyst, production worker, and benefits manager jobs. Provide a rationale for assigning specific weights and degrees to the various jobs. Use the job descriptions you created in section one, as well as the job descriptions in Appendix A of the final project case study, as a reference. Note: The weights, broken down by the compensable factors, must total 100%.  You are going to determine the weight of the job within the organization.  So really think about the job and the work, skill level, education level of the jobs.  Do the points make sense when you line them up against each other?  Should the admin have just as many points as the benefits manager??  
• Create job families for all the roles at the Rockville location. The families may be illustrated in a table or bullet format. List positions within each family based on the difficulty level. Provide a rationale for why jobs were assigned to the various families.

Be detailed and make sure you understand what you are doing, you will use this information in the other sections of your project.