HRM 531 Week 3 Compensation and Benefits Strategies Recommendations


Complete the Compensation and Benefits Strategies Recommendations task as described in the Email from Traci on the Atwood and Allen Consulting Page.

Learning Team Assignment: Compensation and Benefits Strategies Recommendations

Purpose of Assignment

For this task, Traci has asked your team to develop compensation and benefits strategies for your client. It is important to understand the relationship of compensation and benefits to achieving business objectives and employee attraction and retention. You will also need to consider the increasing cost of compensation and benefits and appropriate actions management may take to maintain or reduce this cost factor. It is important that any business have a compensation and benefits plan that not only attracts and helps to retain quality employees, but also allows the business to survive financially.

Resources Required

Week Three e-mail from Traci and Week Three client communications

Includes results of a market evaluation
Recommends a compensation structure
Recommends position in the market
Includes a total compensation and benefits strategy
Includes the use of performance incentives and merit pay to recognize and engage employees when appropriate
Identifies laws related to benefits and pay programs
The recommendation is no more than 1,750 words in length.

Format your paper consistent with APA guidelines. Use at least four (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.



HRM 531 Week 3 Compensation and Benefits Strategies Recommendations

Compensation and Benefits Strategies Recommendations

            In modern business different types of resources are used to accomplish company goals and compete in the marketplace. None of the other resources are as diverse and difficult to control as the human resource. Humans are needy and greedy. They need benefits and desire compensation. This makes it hard to control and maintain a stable workforce. This is why companies offer benefit packages and compensation to employees. Landslide Limousines is no exceptions to compete in the transportation marketplace they must maintain their employees and hold their skill personnel. In this paper, several recommendations benefits and compensation packages shall be made for Landslide.

Results of a Market Evaluation

On account of tight competition, hiring qualified and experienced limousine drivers in Austin, Texas for a small start-up business is challenging. Austin has a large number of competing limousine businesses operating in or near the Austin area. 441 competing companies in Austin create a number of issues when it deals with human resources. Among the problems one could expect in this market is high employee turnover because to low wages. Another factor to consider is the tightening of the US job market in current years. The number of qualified applicants is decreasing as the US economy improves and employment in US job market pick-up. The Bureau of Labor Statistics published the newly released, November 8, 2013, Government figures from the Bureau of Labor Statistics. It shows that total nonfarm payroll employment rose by 204,000 in October, 2013. “Employment increased in leisure and hospitality, retail trade, professional and technical services, manufacturing, and health care,” (Bureau of Labor Statistics, 2013). As this trend continue into the months ahead it is expected that wages and benefits will rise as companies compete for fewer and fewer available, qualified applicants.

Recommends a compensation structure

Recommend the following compensation structure for Landslide Limousine with considerations given to a tightening labor market. The recommended pay structure is the traditional job-based compensation model, which include the following pay-system mechanics:a written and up-to-date job description for each position that the company has. This is an important tool in the design a pay system, it identifies important characteristics for each position so that each characteristic can be, defined, andweight with compensable factors (Cascio, 2013).

Job evaluation is a process to evaluate and rank jobs in terms of their overall importance to the organization and create a job hierarchy. It also supports the organization structure and pay differences between jobs, ranging from managers at the top to junior, entry-level employees at the bottom. Position of hierarchy is determinedby the weight factor (awarded points) (Cascio, 2013). External survey to identify pay rates in relevant labor markets. Relevant labor market would include direct competitors operating in the same or similar business environment and location(Cascio, 2013). Total the point awarded each position during the job evaluation process, and use point totals to establish pay grades relevant to job positions in the hierarchy.  Assign a dollar value to each job position in the hierarchy. For examples of pay structure we have included a table for you to view.

Grade Point Spread Mid


Min Rate of Pay Max Rate of Pay Position
1 30 – 50 40 $7.50 $9.50 Entry



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