3. Suppose you work in the HR department of a manufacturing companythat is planning to enrich jobs by having production workers work inteams and rotate through various jobs. The pay structure will have to beadjusted to fit this new work design. How would you expect theemployees to evaluate the fairness of their pay in their redesigned jobs?In terms of equity theory, what comparisons would they be likely tomake?

HR section has made a strategy to the improve the jobs of the manufacture employees by having them…

Answered: Suppose you work in the HR department…

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 10DQ

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Please answer the following: 1. What is job analysis? What legal issues the does company need to consider when it does job analysis? 2. Describe Person-focused pay plans. What are advatanges and disadvantages of Person-focused pay plans.
Answer the following questions on different pay systems 1. Discuss the Merit pay system. How does the merit pay system differ from the incentive pay system? 2. Describe the seniority pay system and explain its advantages and disadvantages.
What types of occupations may be more suitable for person-focused pay? Or, explain a job that may not be suitable for
(1) What are some potential risks or limitations ofperformance- based pay systems? (2) How doesequity theory (see Chapter 10 ) explain the angersome employees feel about the compensationpackages their company CEOs receive?
d . How can organizations effectively address issues of pay compression and pay equity when promoting or transferring employees within the organization?
How can employers balance the need to provide objectiveappraisals that can be compared across the company’s entire workforce with thedesire to evaluate each employee on an individual basis?
Discuss three considerations you believe might help determine whether to use individual or group incentive pay plans in organizations. Illustrate the impact of an equitable benefits program on the competitive advantage of an organization? How will the evolving nature of work (how, what where, when, people perform their jobs) effect HR practices in the future?
In modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not? What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee? Do you feel that work and dedication could overcome a person-job mismatch?
Discuss the benefits and drawbacks of utilising HRIS.
On comparable positions, determine a pay range for each of the jobs or groups of jobs. what would be a compensation philosophy is (i.e. will there be base and variable pay and if so, at what levels?, if you are hiring at the low, middle or high end of the pay range and what are implications for doing so?). E-commerce Marketing Manager/Sales Division Manager/Senior IT Manager/Traffic Manager Returns/Inventory Processor Administrative HR Assistant/Mailroom Coordinator Marketing Director/Director of Supply Chains and Logistic
Discuss with the business 3 job evaluation methods utilized to determine compensation strategy. Include advantages and disadvantages of each method.
What quantitative and qualitative metrics would you supplest to evaluate improvements to compensation practices such as "benefits,, career devlopment, rewards,recognition" and what would be the overall effectiveness?

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