Strategic Compensation Henderson Printing

Each employee will be paid based on their capabilities rather than on the characteristics of their job. This will provide an incentive for employees to develop their skills and move into other roles.

One of the important aspects of business management is having a proper compensation system. Compensation ensures that the staff of the company obtains the results of their efforts. Compensation is a cost to the enterprise and, therefore, a proper remuneration model must demonstrate its ability to produce returns. Also, since compensation is what the employees get in exchange for their services, the type used must be one that will motivate the employees (Belcourt & McBey, 2015). Henderson printing company is a mid-level company. Therefore, it requires a very critical remuneration system that will help it to survive. This memo explores the compensation models that Henderson printing operates as well as suggests the necessary changes.

This leave entitles employees to a 12 week unpaid leave within a 12 month period. It is 26 weeks for service men and women and their families. There are several components of this law that pertain to the number of employees, location of employees and the amount of time an employee has at their place of employment. Some employers may require you to use any accrued sick time, personal days or vacation time before the unpaid period

In any case, a general notion can be drawn that the the motivator factor are measured in different terms. The Sales staff aggressively pursues more sales opportunities because its success, feeling of achievement and the large financial incentive depend on their individual performance. This does not exist in Marketing as the feeling of achievement or the vague bonus scheme depends on the company’s performance rather than individual success. Furthermore, the hygiene factors such as pay policy, supervision style, social status and working condition seem to play significant role in Pluto Telecommunications. These hygiene factors in Sales department create job satisfaction as the sale staff is well paid, with greater autonomy in making decisions, high social status awareness and self –esteem. Yet, these factors, up to certain degree do, not play important role for Marketing. Therefore, it is essential to understand what and how motivates people.

Hence, person focused pay systems typically have higher average hourly wages than traditional pay systems. Since skill-based pay systems give everyone the opportunity to learn multiple skills, a large investment is made in training and, of course, training is costly in terms of paying trainers and losing production time. Furthermore, the more serious problem is that when individuals are constantly learning new jobs, production losses and problems result because inexperienced people are performing the work. Because employees are always trying to leam new skills under this kind of pay system,

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

28 days holiday (paid) for full time employees (part-time employees would receive this on a pro rata basis);

This paper will examine setting the stage for strategic compensation and bases for pay. There are three main goals of compensation departments: internal consistency, market competitiveness, and recognition of individual contributions. Internally consistent compensation systems define the relative value of each job among all jobs within a company. (Martocchio, pg. 22, 2011) With this system companies want employees to be paid more based on their qualifications and responsibilities. They believe someone with less experience should be paid differently. To determine such evaluation companies use job analysis in order to provide job descriptions. The job evaluation is to determine pay according to a particular position. Market-competitive

The Printer Request Policy has been designed to properly manage the acquisition, use and service of printers when a properly submitted request is received by the Department of Behavioral Health RIM IT HELPDESK, from the User’s Supervisor, Manager or Director. This request is submitted on an official form approved by requester's supervisor. The request should include:

MedTech’s compensation plan is based on straight commission. While commission pay is an important part of compensation plans, there are advantages and disadvantage to a plan than fully relies on commission. The advantages are clear. Paying sales representatives to complete sales transactions provide short-term motivation to initiate sales quotas while discouraging underperformance. In addition, compensation plans are simple to disperse across a sales force because they are directly tied to sales volume, which also simplifies the justification for selling expenditures (Johnston & Marshall, 2009). According to Srivastava and Tang (2015), compensation plans increase sales representatives’ commitment to achieve organizational goals. As a result,

Employees will be evaluated utilizing the Performance Appraisal form attached. Each team member will be evaluated on a quarterly basis. Performance will be based on meeting sales goals, in addition to quality, product knowledge, communication, interpersonal skills, conflict resolution, teamwork, ethics, and initiative. Weekly team meetings will be held to ensure the sales team stays on track with the goals of the organization, as well as those of the team.

-Employees who have the following reason should get up to 12 weeks of unpaid leave: own serious illness, birth and adoption, and take care of a seriously ill child, spouse, and parent. (We guarantee your position with no loss of benefits at the end of the leave)

The superintendent, directors, principals, clerical staff, and maintenance workers receive ten (10) days vacations. Custodians that are twelve-month employees receive five (5) days paid vacation. Twelve-month employees receive their vacation days at the start of the new fiscal year which begins on July 1st.

The current growth of Designs by Kate’s (DBK) business model is not sustainable for a future success of the company. In order to maintain, respectively improve its performance and thusly its position within the direct sales industry, it is essential that Kate Creevey realizes, how important the monetary reward for the sales representatives is. Therefore it is recommended that the compensation structure as a motivational tool should be changed in order to guarantee maximizing the key financial objectives, which can predominantly be defined as further volume growth. Sales growth is driven by two factors: in the first place by the number of sales representatives and secondly, by their increased productivity, when they become team leaders.

Inside of the Sales and Marketing office, the 4.8 percent expansion in compensations, compensation, and rewards drove the 4.5 percent division work costs. Of the considerable number of divisions, workers in the Sales and Marketing office have the most noteworthy occurrence of impetus related remuneration. With inhabitancy, RevPAR, and benefit levels hitting record-breaking record levels, it is accepted that Sales and Marketing division work force could win critical rewards in 2014.