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[answered] 11/20/2016 Ashworth College : MR637.1 Compensation Manageme


I need help with Part B only. Please see attached for the diagram needed to solve Part B:


For this project, you assume the role of a compensation specialist at Compensation Consulting Company (CCC). In this job, you face several challenges, and to handle each one successfully, you must draw from the material covered during this course. Specifically, you have been assigned to several client firms experiencing problems with their pay systems; these firms are relying on your expertise to assist them in correcting these problems. In each case, you generate a consulting report analyzing the compensation problems experienced by each client and formulate an action plan to correct these problems. (300 points) (A 10-page, double-spaced response is required.)

Part B

Consulting Report for Smith & Johnson Foods, Inc. (150 points)

Smith & Johnson Foods, a family-owned regional supermarket chain in the Midwest, has cultivated a strong customer base over the years by offering specialized services to their customers (e.g., drive-through parcel pickup, full-service delis and bakeries, and many other perks).? Accordingly, with respect to human resources, their compensation strategy has been to attract and retain motivated and talented employees, train them extensively, and promote from within the organization.? All employees (but cashiers in particular) receive extensive training and perform a number of additional duties.? Cashiers receive the most additional training because they are the only employees that virtually all of the customers encounter during their store visits.? This emphasis on human resources is unusual in the grocery industry, in which labor costs and training are often intentionally held down.? In addition, Smith & Johnson has an annual merit raise program.

Over the past few quarters, Smith & Johnson has experienced several challenges to its otherwise strong historical performance.? Turnover has increased significantly among stock clerks, produce clerks, and market clerks, in turn causing staffing and training costs to increase as well.? While labor costs have been rising, productivity and sales have been falling.? In addition, top management has learned that, contrary to official company policy, regional supervisors are granting across-the-board 2% merit increases to all employees.? Apparently, these raises are being given to minimize conflict, so those who would otherwise receive a lower merit increase will not complain to management.? Having received a copy of a recently conducted wage survey for the area, the company has forwarded the information to you.? You discover that there may be additional trouble for the company because several former male employees are rumored to be considering filing a lawsuit against Smith & Johnson for unlawful pay discrimination.? Apparently, the suit would charge that the cashiers (predominantly females) are paid much more than the grocery, market, and produce clerks (predominantly males).? Smith & Johnson has retained your services to perform an analysis and offer recommendations.? For these analyses, you will consider only full-time employees.

? 1. In your report, provide an analysis of the situation. That is, using what you know about external competitiveness and pay-for-performance programs, comment on the pay data below in light of the contextual information provided above. Does it appear that the organization is achieving its compensation strategy? What conclusions should we draw from the pay survey?
? 2. Then, describe the theories and concepts from this course that are relevant to the issues at hand.
? 3. Finally, apply these theories and concepts to generate sound recommendations for Smith & Johnson Foods, Inc.
? ? ?
?




11/20/2016 Ashworth College : MR637.1.1 Compensation Management : Assignments MY WORKSPACE

 

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Gradebook MR637.1.1 COMPENSATION MANAGEMENT Assignments Assignment ? In progress

 

Complete the form, then choose the appropriate button at the bottom.

 

Title Stand?Alone Project_17 Due Dec 31, 2022 11:55 pm Status In progress Grade Scale Points (max 300.0) Modified by instructor Jan 14, 2013 10:54 am Instructions

 

Stand?Alone Project: Compensation Consulting Project (300 points)

 

You should begin working on the Stand?Alone Project early in the course. Each assignment provides a benchmark for completing the Stand?

 

Alone Project in a timely manner while working through the course. You will find this information in the ?Stand?Alone Project Benchmark? section of

 

each assignment.

 

For this project, you assume the role of a compensation specialist at Compensation Consulting Company (CCC). In this job, you face several

 

challenges, and to handle each one successfully, you must draw from the material covered during this course. Specifically, you have been assigned

 

to several client firms experiencing problems with their pay systems? these firms are relying on your expertise to assist them in correcting these

 

problems. In each case, you generate a consulting report analyzing the compensation problems experienced by each client and formulate an action

 

plan to correct these problems. (300 points) (A 20?page, double?spaced response is required.)

 

Part A Consulting Report for Lynchburg Symphony (150 points)

 

The Lynchburg Symphony has a long tradition of providing their community with high?quality musical performances. The

 

following chart lists the pay for each position in the symphony, and these fees represent the total compensation (excluding travel

 

pay) for this year?s regular season of performances. https://study.ashworthcollege.edu/portal/site/5072e1d3?faeb?4239?a95a?c110e4646288/page/b3b76b95?eb67?43af?be38?e08981980a80 1/4 11/20/2016 Ashworth College : MR637.1.1 Compensation Management : Assignments Having recently experienced problems with turnover (especially among violinists) and low morale, the symphony has seen a

 

decline in the quality of its performances and thus in attendance. A strategic analysis concluded that the future success of the

 

symphony will depend largely on the extent to which symphony musicians perform as a cohesive team. You have been retained

 

by the symphony to analyze their current compensation system and provide recommendations. Part B 1.In your report, provide an analysis of the situation. That is, using what you know about strategic and internal alignment,

 

comment on the pay data below in light of the contextual information provided above. Based on the organization?s strategy,

 

what should the compensation strategy look like? What kind of pay structure is being used, and what factors seem likely to

 

account for this structure?

 

2.Then, describe the theories and concepts from this course that are relevant to the issues at hand.

 

3.Finally, apply these theories and concepts to generate sound recommendations for the symphony. Consulting Report for Smith & Johnson Foods, Inc. (150 points)

 

Smith & Johnson Foods, a family?owned regional supermarket chain in the Midwest, has cultivated a strong customer base over

 

the years by offering specialized services to their customers (e.g., drive?through parcel pickup, full?service delis and bakeries,

 

and many other perks). Accordingly, with respect to human resources, their compensation strategy has been to attract and retain

 

motivated and talented employees, train them extensively, and promote from within the organization. All employees (but

 

cashiers in particular) receive extensive training and perform a number of additional duties. Cashiers receive the most additional

 

training because they are the only employees that virtually all of the customers encounter during their store visits. This emphasis

 

on human resources is unusual in the grocery industry, in which labor costs and training are often intentionally held down. In

 

addition, Smith & Johnson has an annual merit raise program.

 

Over the past few quarters, Smith & Johnson has experienced several challenges to its otherwise strong historical performance. Turnover has increased significantly among stock clerks, produce clerks, and market clerks, in turn causing staffing and training

 

costs to increase as well. While labor costs have been rising, productivity and sales have been falling. In addition, top

 

management has learned that, contrary to official company policy, regional supervisors are granting across?the?board 2% merit

 

increases to all employees. Apparently, these raises are being given to minimize conflict, so those who would otherwise receive

 

a lower merit increase will not complain to management. Having received a copy of a recently conducted wage survey for the

 

area, the company has forwarded the information to you. You discover that there may be additional trouble for the company

 

because several former male employees are rumored to be considering filing a lawsuit against Smith & Johnson for unlawful pay

 

discrimination. Apparently, the suit would charge that the cashiers (predominantly females) are paid much more than the

 

grocery, market, and produce clerks (predominantly males). Smith & Johnson has retained your services to perform an analysis

 

and offer recommendations. For these analyses, you will consider only full?time employees. 1.In your report, provide an analysis of the situation. That is, using what you know about external competitiveness and pay?for?

 

performance programs, comment on the pay data below in light of the contextual information provided above. Does it appear

 

that the organization is achieving its compensation strategy? What conclusions should we draw from the pay survey?

 

2.Then, describe the theories and concepts from this course that are relevant to the issues at hand.

 

3.Finally, apply these theories and concepts to generate sound recommendations for Smith & Johnson Foods, Inc. https://study.ashworthcollege.edu/portal/site/5072e1d3?faeb?4239?a95a?c110e4646288/page/b3b76b95?eb67?43af?be38?e08981980a80 2/4 11/20/2016 Ashworth College : MR637.1.1 Compensation Management : Assignments Submission

 

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