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Direct Financial Compensation (Monetary Compensation) 

Learning Objectives

1. Summarize the usual components of a total compensation plan and the environment of compensation practice.
2. Explain the direct financial compensation practices.
3. Discuss job structures and how they are established.
4. Summarize competitive pay policies: pay level and pay mix.
5. Explain what pay structures are and how they are created.
6. Review exceptions to the rules: compensation for sales representatives, contingent workers, and executives.

Indirect Financial Compensation (Employee Benefits) 

Learning Objectives

1. Define indirect financial compensation (employee benefits).
2. Describe legally required benefits and the various kinds.
3. Define discretionary benefits and explain the various types.
4. Explain workplace flexibility (work/life balance).
5. Describe customized benefit plans.
6. Summarize the issues of communicating information about benefit plans.

ASSIGNMENT – QUESTIONS

1. There are many contextual influences that must be taken into account when designing and implementing direct financial compensation plans, and one of them is interindustry wage or compensation differentials. Briefly, state the implications of these differentials for establishing competitive compensation programs. Then, explain the factors that contribute to the existence of interindustry wage differentials.
2. With a heterogeneous workforce, employers are having to be more flexible. How are employers using customized benefits plans and flextime to meet the needs of today’s employees?

Expectation:

–  Minimum of 450+ words and in APA format (including Times New Roman with font size 12 and double spaced)

–  Identify the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding.

–  essay form (narrative form) no Bullet points should not to be used 

–  2 outside scholarly or professional source related to human resource management. 

–  Textbook : Title: Human Resource Management  , ISBN: 9780134739724 Authors: Martocchio Publisher: Pearson Edition: 15TH 19 

This week, we studied and discussed metrics relevant to workforce and staffing. For this assignment, you will demonstrate your understanding of these metrics by writing a short paper  that addresses the following questions:

1. What can each metric demonstrate? What is its importance to HRM and strategic decision-making?
2. What would be learned from statistics derived from this metric?
3. Where might one find (or collect) the raw data for this metric? How would you implement tracking this metric in an organizational dashboard/balanced scorecard?
4. What, if any, potential difficulties might create challenges in tracking this metric?

workforce and staffing metrics

Efficiency of Workforce and Job Satisfaction (Quantitative)

Metric 1: Absenteeism Rate and Cost

 Metric 2: Turnover Rate 

• Diversity and Minority Composition within the Workforce (Quantitative)
•  Metric 1: Measuring for Disparate Impact 
•  Metric 2: Ratio of Grievances to Employee Population 
•  Metric 3: Minority Representation by Category 
•  Metric 4: Minority Turnover Rate 
• Efficiency of Recruitment and Selection Systems (Quantitative)
•    Metric 1: Average Days to Fill an Open Position 
•  Metric 2: Offer Acceptance Rate 
•  Metric 3: Yield Ratios 
• Understanding the Applicant Experience and the Exit Interview (Qualitative)

Answer all questions, a minimum of 300 words each.

You have been hired into the position of healthcare manager/leader within your organization. Recently, you have received reports that one of the employees has an unwillingness to work and complete her tasks. Violent verbal exchanges have occurred between the employee and her supervisor based on her underperformance in the unit and the organization as an entity. As you are investigating the issue, you find that one of the major issues involved in this situation involves the fact that the employee has not had proper training in the new electronic health records system that the organization has recently started using. As a result, she is not able to complete her work as quickly as her colleagues, which has caused a great deal of frustration on her part. In a paper consisting of at least two pages, answer the following questions: What are the risks involved in confronting the employee regarding her behavior? What methods can be used to correct the employee’s behavior? What risks might be involved when confronting the employee about her behavior? Why is it important to ensure that all employees have the opportunity to keep their job skills up to date? You should utilize at least two sources. Be sure that all outside sources used, including your textbook, are cited and referenced properly using APA formatting. 

Ledlow, G. R., & Stephens, J. H. (2018). Leadership for health professionals: Theory, skills, and applications (3rd ed.) 

Prepare PowerPoint (10-12 slides, not counting the cover slide or the references slide). (using two impactful slides)—table or chart, picture, drawing, etc.—discussing what employees can and cannot openly say openly about their coworkers, supervisors, and employer.  Cover how the term “protected concerted activities” affects workplaces. 

The audience for presentation will be new shop-floor, first-line supervisors. 

Include notes underneath the slides on what you will say.

Include at least 4 additional sources to help strengthen your discussion.

Primary Task Response: Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Summative Discussion Board

Review and reflect on the knowledge you have gained from this course. Based on your review and reflection, write at least 600-1000 words on the following:

• What were the most compelling topics learned in this course?
• How did participating in discussions help your understanding of the subject matter?  Is anything still unclear that could be clarified?
• What approaches could have yielded additional valuable information?

Your big presentation is due next week! Update your project manager with what has happened since your last report.

Include these 4 things:

1. What did you expect to accomplish on the project this week? (Copy this from item 4 of last week’s report.)( In the upload below)
2. What did you actually accomplish on the project this week?
3. What issues have arisen, and what help do you need?
4. What must you accomplish to be ready for the kickoff presentation next week?

Follow the directions in the template as a outline

No plagiarism at all

You do not have to provide references; just thorough and quality information with the information provided below.

What is the most important role HR managers play? 

Identify the strategic direction of a company in the hospitality and tourism industry. It might be a company that you worked or are currently working at. It might be a company that you are interested in working for after you graduate. Or it might be a company that you are inspired by its products, service, or culture. Locate the company’ strategic direction on its website, company marketing flyer, or orientation materials. Please do not repeat the questions on your answer sheet. Instead, please list the answers numerically/sequentially by simply utilizing 1, 2, 3, and 4. 

 You need to find at least three out of the following four statements or description. 

1. Mission Statement
    
2. Vision statement
    
3. V alues
    
4. Statements or program description of social responsibility
    

RESPOND ONLY :

In this week’s discussion, we are asked to illustrate the dynamics of employer-employee relationships. It is important for the jobs and job descriptions to be up to date and include all the job functions of the employee. I also believe in employee acknowledgement of their job description as it holds the employee accountable for their own efficiency and productivity. It is very important that the relationship between the employer and the employee are clearly outlined, so there is no misunderstanding of what is expected. 

At the hospital, I work for there is a clear delineation between contracted or per-diem employees and full time employees. This changes in the benefits each receive and what they are eligible for to participate in. This makes it easier for everyone to understand their role and how they are able to chime in to issues involving workplace policies. “Now is the time for agencies to revisit the status of independent contractor relationships. It is imperative that agency owners understand the current rules and regulations for an independent contractor relationship” (Schoeffler & Oak, 2018). Our department re-visits every contract at the end of the fiscal year and reappoints each full time employee and per-diem employee in order to make sure each is holding their end of the contract. For independent contractors, they have to meet a minimum requirement of hours in order to stay on board with the hospital as one of the perks for working as an independent contractor is the liability insurance that is supplied by the hospital to the per diem employee.