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HRM598 Week
1 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 1:
COMPENSATION DEFINITION AND SYSTEMS
3636 unread replies.3636 replies.
What is your definition
of compensation? How do perspectives on compensation differ, and why does that
matter? What forms of pay are used in your organization, and are they effective
in motivating performance?
dq 2
WEEK 1:
COMPENSATION STRATEGIES AND ORGANIZATIONS
3333 unread replies.3333 replies.
Look at the compensation
strategies of Google, Nucor, and Merrill Lynch (see Exhibit 2.1 in the text).
Discuss these companies’ compensation strategies, and see whether there is a
fit between organization and strategy (See Exhibit 2.1 in the text and check
out these companies’ websites, etc.). Are the business conditions, customers served,
and employee skills the same for each? If not, how are they different? What are
the compensation strategies used by your organization (or the last company you
worked with)?
HRM598 Week
2 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 2: JOB ANALYSIS
1515
unread replies.3838 replies.
Job analysis has been
considered the cornerstone of human resource management. What is job analysis?
Describe the job analysis process. What are some challenges with the job
analysis process? How does it support managers making pay decisions?
dq 2
WEEK 2:
INTERNAL CONSISTENCY
2020 unread replies.3737 replies.
What is a pay structure?
Discuss the factors that influence internal pay structures. Based on your own
experience and research, which factors do you feel are the most important? Why
are these most important? What impact do they have on the design of the
internal pay structures?
HRM598 Week
3 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 3: EMPLOYEE INVOLVEMENT IN JOB EVALUATION
2020
unread replies.3838 replies.
What are the pros and
cons of having employees involved in compensation decisions? What forms can
employee involvement take? What types of involvement are there in compensation
decisions in your organization?
dq 2
WEEK 3: THE JOB
EVALUATION SYSTEM
1919 unread replies.3939 replies.
Consider several
employers in your area, such as a college, hospital, retail store, auto
dealership, or governmental agency. What compensable factors do you feel each
of these employers would use to evaluate jobs? How would they go about
identifying these factors? What factors does your organization use?
HRM598 Week
4 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 4: MARKET SURVEYS
1818
unread replies.3636 replies.
What is a market survey?
What factors determine the relevant market for a survey? Why is the definition
of the relevant market so important?
dq 2
WEEK 4: SALARY
RANGES AND PAY BANDS
2222 unread replies.3737 replies.
What are the differences
between salary ranges or pay grades and pay bands? Why would you use either?
What are the pros and cons of using them to achieve internal alignment? How do
they help or hinder external competitiveness?
HRM598 Week
5 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 5: PAY-FOR-PERFORMANCE APPROACHES
1313
unread replies.3535 replies.
Does your organization
have a pay-for-performance system? If so, describe how it works. If your
organization does not, discuss the type of plan they do have and whether or not
you think they should have a pay-for-performance plan.
dq 2
WEEK 5: RATING
PERFORMANCE EFFECTIVELY
2323 unread replies.3232 replies.
Which performance
appraisal formats does your organization use? Given what you learned in the
reading for this week, how could it be improved? Of all of the approaches found
in the course reading for the week, which would you recommend as the best for
your organization to use?
HRM598 Week
6 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 6: EXECUTIVE AND OTHER SPECIAL GROUP PAY
1414
unread replies.3333 replies.
In 2008, Pratt estimated
that executives received more than 360 times the pay of the average worker (as
cited in Milkovich, Newman, & Gerhart, 2011). What are the components of
executive compensation? Why are there so many societal concerns about executive
pay today?
dq 2
WEEK 6:
MANAGING COMPENSATION PROGRAMS
2121 unread replies.3434 replies.
Compensation programs
are managed to ensure that the total compensation is aligned with
organizational goals and strategies. There are a number of employees with the
correct skill sets, and they are paid at the appropriate level and within a
budget that is affordable to the organization. How can labor costs be managed?
What tools are available to HR?
HRM598 Week
7 Discussion 1 & 2 Latest 2018 April
dq 1
WEEK 7: HRS LEGAL AND REGULATORY ENVIRONMENT
1818
unread replies.3232 replies.
Compensation programs
are managed within a legal and regulatory environment. What are several laws
that influence compensation programs in your organization? What rules and
regulations are difficult for management to understand in your organization?
What has your organization had to do to meet requirements of new or changed
laws and regulations?
dq 2
WEEK 7: UNION
INVOLVEMENT IN COMP PRACTICES
2626 unread replies.3434 replies.
Unions have a
significant impact on compensation design. Union contracts and negotiations
determine how compensation will function in many companies. How has the role of
unions affected wage levels, structure of pay plans, and pay practices, such as
differentials? What are some of the common compensation clauses found in union
agreements?
HRM598 All
Team Projects Latest 2018 April
OBJECTIVES
The learning objective of the project is to give you the practical
experience of designing a compensation structure for an organization, beginning
with the actual creation of a business, staffing it, implementing the pay plan,
and assessing performance. You will also gain experience in utilizing a project
team.
RELATIONSHIP TO CASE STUDY MATERIALS
Some of the tools and approaches found in the Recovered Hardwood
Products and Services Case Study used in this course will be of particular
assistance to you in your team projects. See the examples in the lectures in
Week 3 and Week 4. If you work on both the Case Study and the team project in a
parallel fashion, it will be easier to complete your deliverables on time.
GETTING STARTED
You need to get started on this project as soon as possible,
because it is quite a bit of work to complete in a short amount of time, and it
will be imperative that you keep up. Do not wait until we have covered all of
the material to get started. At a minimum, begin to familiarize yourselves with
the online resources (O*NET and salary.com) as soon as possible to begin the
job description processes. Good luck!
PROJECT PHASES
The project is designed in four phases.
Phase I: Develop a theme for the
organization
Phase II: Write job descriptions and
establish a point factor evaluation system
Phase III: Market data and merit
program
Phase IV: Benefits and the
compensation budget
Phase I: Develop a theme
for the organizationungraded, but required draft (due Week 2)
In this phase, you will establish a business.
What is the business (technical,
professional, service, etc.)? Create your business, and give it a name.
Start developing a description of
the organization (goals, strategy, culture, values, location, environment,
and product or service).
Establish a staffing plan. Determine
the positions needed. There is to be a minimum of 35 employees in the
organization.
Think about the total compensation
needs.
Develop an HR mission statement and
objectives. This should express the company’s attitude toward hiring and
retaining employees.
Phase II: Write job
descriptions and establish a point factor evaluation systemungraded, but
required draft (begin in Week 3 and due in Week 4)
In this phase, you will write job descriptions, create an
organizational chart, and rank the jobs.
Create a minimum of six benchmark
job descriptions and six additional nonbenchmark job descriptions to serve
as your internal jobs hierarchy. (See the note below regarding software
to assist with this process.)
For each job description, you will
want a standardized template.
Each job description should contain the following.
Scope of the position
Identify the job duties
Define the qualifications (education
requirements, experience, skills, and other criteria).
Define the ADA requirements. Each
job description should have ADA requirements defined per position. This
should include the physical, mental, and environmental conditions per
position.
Show placement of staff or
departments in the organization chart.
Create a basic point method system.
Identify what compensable factors will make up your evaluation criteria
and their weights. Rank these jobs within the organization. Explain the
methodology for your team project.
Note: The website of the national occupational
information network or O*NET www.onetcenter.org (Links to an external
site.)Links to an external site. (Links to an external site.)Links to an
external site. contains an excellent job description writer as well as all
current U.S. job descriptions that can be used for both research in this phase
as well as models for your submissions.
Phase III:
Market Data and Merit Programungraded, but required draft (begin in Week 5 and
due Week 6)
In this phase, you will collect market data.
Market Data
What is the competition?
What are the local demographics for the immediate
area?
What is the job market like for the kinds of
skills you will need? How hard or easy will it be to recruit and retain
employees?
Find market data on your positions online to
assist you in determining a pay grade structure. (see note below)
Establish a pay grade structure and pay grades for
each position.
Set up pay grades with a minimum, midpoint, and
maximum.
Explain how you set up your pay grades.
Assign pay grades to each position.
Performance Evaluations
Describe your performance evaluation.
Determine which type of performance evaluation you
will use for each category of employees.
Design and include the performance appraisal forms
that will support your system.
Develop a merit pay grid that supports your
performance appraisal process. Explain the linkage from your performance
appraisal to your merit system.
Note: The
website salary.com www.salary.com (Links to an external site.)Links to an
external site. offers a media wage for the geographic area you have designated.
These median wages can serve as alternatives to actual survey data.
Phase IV: Benefits and the
compensation budgetpart of the final document (due in Week 7)
In this phase, you will focus
on benefits and the compensation budget.
What benefits will be offered with
the company plan?
Develop a budget and projection for
total compensation for five years. Project the costs for each program
included in your plan for all phases in the project.
Consider your percentage of sales
for the organization in year one through year five. You are not required
to project the company sales volume. Will the company be able to maintain
the sales increases to support your proposed pay increases annually?
TIMELINE
There is a definite timeline
for when phases of the team paper are submitted.
Deadline
Phase
of Project
Description
of item
Week
2
Phase
I
Phase
I is submitted by posting a draft document in your team discussion area at
the end of Week 2. One document is submitted for the entire team.
Week
4
Phase
II
Phase
II is posting a draft document in your team Discussion area at the end of
Week 4.
Week
6
Phase
III
Phase
III is also posting a draft document in your team Discussion area at the end
of Week 6.
Week
7
Phase
IV
Phase
IV is the final version of the team paper.
All
four phases should be organized and forwarded to the instructor by the team
leader in one MS Word document by the end of Week 7.
Your instructor will provide
feedback on your draft work at the end of Phases I, II, and III. This will help
you stay on track for the final project. Feedback will not be provided on your
Phase IV draft.
Your team will get the
feedback on the draft submissions of Phase I, Phase II, and Phase III, usually
within 48 hours from the instructor. The main purpose of the draft submissions
is so that the instructor can see that you are keeping on track with the
project. The feedback, which will be brief, should help you stay on track for
the final project. These three submissions are considered rough draft documents
that are evolving and may be revised.
TEAMS
Your instructor will be
assigning you to a team by Thursday of Week 1 and will be posting or e-mailing
that information to you. You will be able to see your group thread set up in
the Teams area in Week 8. By setting up your Discussion area in a separate
location apart from the rest of the course, I can allow you access for the
duration of the term, which makes it a lot easier to check back on directions
and so forth. You will be able to talk to your teammates in this thread, and
others will not be able to see your discussions (except me).
During the first week, after
you have been assigned to a team, you will select a team leader and e-mail that
person’s name to the instructor. This individual will take a particular
interest in making sure that everyone gets an assignment and that all
information is gathered and shared with the group on an ongoing basis.
In addition, the team leader
will submit a Word document to the instructor by posting it as an attachment to
a message in the team thread with a subject line that identifies the team and
phase, such as “Team A Submission of Phase I” or “Team B Submission
of Phase III.” These will be posted at the end of Week 2, Week 4, and Week
6, respectively, for the various phases so that the instructor can see that you
are keeping on track with the project.
All team members are expected
to fully participate in their team (such as regularly posting and
communicating, setting expectations, communicating with the quality and
quantity necessary, clarifying, sharing drafts, challenging other members’
thinking, reflecting on group processes, and making or supporting decisions),
contribute substantially (such as researching, drafting findings, writing
sections of project, reviewing others’ work, refining written work, taking the
lead, proofing papers, and posting and submitting final work), and all members
are responsible for clarifying expectations and regularly communicating with
each other. Please make sure that you complete your drafts early enough in the
process and allow sufficient time to revise and proof your papers. Remember
that when you accept responsibility to lead an effort or a produce part of the
project, the expectation is that you will fulfill that responsibility.
HRM598 Week
3 Case Study Latest 2018 April
INTRODUCTION
Read the “Job Evaluation at Whole Foods” Case Study. The
Whole Foods Market has completed a job analysis and written job descriptions
for Job A thorough Job I.
Respond to the following.
Evaluation of Jobs and Job Structure
Evaluate the jobs listed in the Case Study and prepare a job structure
based on its evaluation. Assign titles to jobs, and show your structure by
title and job letter.
Process, Techniques, and Factors
Describe the process you went through to arrive at that job structure. The
job evaluation techniques and compensable factors used should be
described, and the reasons for selecting them should be stated.
Evaluation of Job Descriptions
Evaluate the job descriptions. What parts of them were most useful? How
could they be improved?
You will need to follow APA style and format and have a title
page, brief introduction and conclusion, centered headings for major parts,
page numbering and page headers, and a reference page. The Case Study should be
approximately 46 pages in length.
HRM598 Week
4 Case Study Latest 2018 April
Introduction
Compensation information is now widely available. Click on the
website www.salary.com (Links to an external site.)Links to an external site.
(Links to an external site.)Links to an external site. . This site provides
free data on jobs, including job description, annual salary by zip code,
distribution by quartiles of salary amounts, info on benefits, and so forth.
The basic information that an organization would get if it bought a salary
survey from a consultant or conducted its own salary survey can be found here.
This site provides pay data on hundreds of jobs in cities all over
the U.S. in many different industries. Identify several jobs (at least three)
of interest to you, such as accountant, financial analyst, product manager,
stockbroker, or manager compensation. Select specific cities or use the national
average. Obtain the median, the 25th and 75th percentile base wage, and the
total cash compensation rates for each job.
Respond to the following questions.
Which jobs are paid more or less? Is this what you would have
expected? Why, or why not? What factors could explain the differences in the
salaries?
Do the jobs have different bonuses as a percentage of their base
salaries? Why, or why not? What could explain these differences?
Do the data include the value of the stock options? What are the
implications of this?
Read the job descriptions. Are they accurate descriptions for jobs
that you would be applying for? Why, or why not? Are there jobs for which you
cannot find an appropriate match? Why do you think this is the case?
Check out pay levels for these types of jobs in your school’s
career office or other local or regional source. How does the pay for jobs
advertised in your career office or other local or regional source differ from
pay levels from other sources? Why do you think these differences exist?
How do you use this information while negotiating your salary in
your job after graduation or when you apply for a different job? What data
would you provide to support your asking price? What factors will influence
whether or not you get what you ask for?
What is the relevant labor market for these jobs? How big are the
differences between salaries in different locations?
For each job, compare the median salary to the low and high
averages. How much variation exists? What factors might explain this variation
in pay rates for the same job?
Look for a description of how the salary data are developed. Do
you think it provides enough information? Why, or why not? Discuss some of the
factors that might impair the accuracy of the data. What are the implications
of using inaccurate salary data for individuals or companies?
With this information available for free, why would you bother
with consultants’ surveys?
If you were a manager, how would you justify paying one of your
employees, either higher or lower, than the results shown on this website?
In your conclusion, highlight one thing you learned that would
help you in the future. Your paper should respond with one or two paragraphs
for each question, and one brief paragraph each for an introduction and
conclusion. You will need to follow APA style and format and have a title page,
centered headings for each major part of the paper or question answered, page
numbering and page headers, and a reference page.HRM598 Week 8: Final Exam
2018.0pt;mso-line-height-alt:9.85pt;
background:white”>Question 1(TCO A) The new CEO of your company, who just came from a
competitor, has just asked you to discuss the organizations compensation
system. As the compensation manager, you tell him about the organizations
nearly 500 employees in about 70 different job titles who are located in three
locations in L.A. He asks you to describe the strategy used to guide
compensation system decisions. You explain that ordinarily, pay models are
guided by several strategic policies. Describe what goals a compensation system
should have and how four strategic pay policies apply to the organization. Question 2 30 pts(TCO B) Green Screen Technology, Inc. a leader in the motion
picture graphics industry, is an 8-year-old southern California company. The
Green Screen Technology is generally regarded as the most creative and
initiative companies on the West Coast. It has been able to develop the
forward-looking technology and attract some of the best employees available. As
the compensation director, you have been asked to develop a job-based point
evaluation plan for the organization. Briefly describe a job-based point evaluation plan. Discuss four
compensable factors that you would include in the job-based point evaluation
plan. Be sure to define each factor, justify why you selected it, and provide
the weights or scales that you would assign to it. Flag this QuestionQuestion 3 30 pts(TCO B) You are the compensation manager for Middle Financial
Services. The organization buys, repackages, and sells financial instruments.
The organization’s five major units are sales and marketing, new products
development, legal services and compliance, IT services, and management. You need to develop a job evaluation plan for the organization.
Describe the difference between person-based plans and job-based plans. Explain
which one you would use. What factors would you consider? What is one advantage
and disadvantage of each? Question 4 30 pts(TCO C) You are the new compensation manger in an established
plastic silverware organization. As you become familiar with the organization,
you find that there is a significant problem in turnover in two of the three
units in the company. Exit interviews indicate that seasoned employees with
good performance records are leaving for other companies. The HR director asks
you to prepare a plan for dealing with the turnover problem. In order to prepare your plan, what additional information would
you like about the company? Given the information you have now, what
competitive market pay policy would you recommend for the company to use?
Identify four competitive market pay policies, describe them, and give an
example of when each would be appropriate to use by an organization. Flag this QuestionQuestion 5 30 pts(TCO D) You are a consultant who specializes in compensation.
You are working with Midwest Highway, Ltd, a road construction company housing
five plants that produce materials for road building. The CEO of the company
wants to know what type of performance measurement tool should be used in its
production facilities in the future. The main production job in the five plants
(about 85 out of the total of 125) involves operation of machines that mix and
form the surfacing materials. The production lines are well established and
product lines are consistent. The job appears to you to be a low-level one with
prescribed routines. The CEO asks you the following question: Should we consider a
straight ranking approach, a rating system such as a behavioral anchored rating
scale (BARS), a management by objectives (MBO) format, or a 360-degree
multirater approach? Describe the four types of performance assessment
approaches. Recommend one and justify why you have chosen it. Flag this QuestionQuestion 6 30 pts(TCO D) As the compensation manager of Westcotte Electronics,
Inc., you just completed a continuing education workshop on performance
appraisal. You are now concerned about validity and reliability of the process
used in your organization. In preparation for a training program for supervisors and
managers, identify at least three common errors in the performance appraisal
process and describe them. In addition, describe steps to minimize these
errors. Flag this QuestionQuestion 7 30 pts(TCO H) You are a compensation consultant working with a Top 100
bank on the east coast of the United States. The Board of Directors of the bank
is in the process of hiring a new CEO. They indicate that they are concerned
about public perception. You are invited to a compensation committee meeting to
recommend an executive compensation strategy. Describe the components of an executive compensation plan, and
explain how these components can help support the organizational strategy. Flag this QuestionQuestion 8 30 pts(TCO G) As HR Director, you have implemented a series of brown
bag lunches for the HR staff members on things that will help them understand
the legal and regulatory environment of human resources. You will be conducting
the first one on the Fair Labor Standards Act (FLSA) because it is probably the
most comprehensive and far-reaching legislation that affects compensation. Describe the four key requirements and why they are important in
compensation.HTML Editor Question 9 30 pts(TCO E) As a compensation consultant, you have been asked by a
client organization to brief their management group on incentive plans like
gain-sharing and profit-sharing plans. Briefly describe what gain-sharing and profit-sharing plans
involve. What conditions should exist prior to implementation to make it easier
to implement? What are the advantages and disadvantages of group incentives
like gain-sharing and profit-sharing plans?
HRM598 Week
1 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 1:
COMPENSATION DEFINITION AND SYSTEMS3636 unread replies.3636 replies.What is your definition
of compensation? How do perspectives on compensation differ, and why does that
matter? What forms of pay are used in your organization, and are they effective
in motivating performance?dq 2WEEK 1:
COMPENSATION STRATEGIES AND ORGANIZATIONS3333 unread replies.3333 replies.Look at the compensation
strategies of Google, Nucor, and Merrill Lynch (see Exhibit 2.1 in the text).
Discuss these companies’ compensation strategies, and see whether there is a
fit between organization and strategy (See Exhibit 2.1 in the text and check
out these companies’ websites, etc.). Are the business conditions, customers served,
and employee skills the same for each? If not, how are they different? What are
the compensation strategies used by your organization (or the last company you
worked with)?HRM598 Week
2 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 2: JOB ANALYSIS1515
unread replies.3838 replies.Job analysis has been
considered the cornerstone of human resource management. What is job analysis?
Describe the job analysis process. What are some challenges with the job
analysis process? How does it support managers making pay decisions?dq 2WEEK 2:
INTERNAL CONSISTENCY2020 unread replies.3737 replies.What is a pay structure?
Discuss the factors that influence internal pay structures. Based on your own
experience and research, which factors do you feel are the most important? Why
are these most important? What impact do they have on the design of the
internal pay structures?HRM598 Week
3 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 3: EMPLOYEE INVOLVEMENT IN JOB EVALUATION2020
unread replies.3838 replies.What are the pros and
cons of having employees involved in compensation decisions? What forms can
employee involvement take? What types of involvement are there in compensation
decisions in your organization?dq 2WEEK 3: THE JOB
EVALUATION SYSTEM1919 unread replies.3939 replies.Consider several
employers in your area, such as a college, hospital, retail store, auto
dealership, or governmental agency. What compensable factors do you feel each
of these employers would use to evaluate jobs? How would they go about
identifying these factors? What factors does your organization use?HRM598 Week
4 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 4: MARKET SURVEYS1818
unread replies.3636 replies.What is a market survey?
What factors determine the relevant market for a survey? Why is the definition
of the relevant market so important?dq 2WEEK 4: SALARY
RANGES AND PAY BANDS2222 unread replies.3737 replies.What are the differences
between salary ranges or pay grades and pay bands? Why would you use either?
What are the pros and cons of using them to achieve internal alignment? How do
they help or hinder external competitiveness?HRM598 Week
5 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 5: PAY-FOR-PERFORMANCE APPROACHES1313
unread replies.3535 replies.Does your organization
have a pay-for-performance system? If so, describe how it works. If your
organization does not, discuss the type of plan they do have and whether or not
you think they should have a pay-for-performance plan.dq 2WEEK 5: RATING
PERFORMANCE EFFECTIVELY2323 unread replies.3232 replies.Which performance
appraisal formats does your organization use? Given what you learned in the
reading for this week, how could it be improved? Of all of the approaches found
in the course reading for the week, which would you recommend as the best for
your organization to use?HRM598 Week
6 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 6: EXECUTIVE AND OTHER SPECIAL GROUP PAY1414
unread replies.3333 replies.In 2008, Pratt estimated
that executives received more than 360 times the pay of the average worker (as
cited in Milkovich, Newman, & Gerhart, 2011). What are the components of
executive compensation? Why are there so many societal concerns about executive
pay today?dq 2WEEK 6:
MANAGING COMPENSATION PROGRAMS2121 unread replies.3434 replies.Compensation programs
are managed to ensure that the total compensation is aligned with
organizational goals and strategies. There are a number of employees with the
correct skill sets, and they are paid at the appropriate level and within a
budget that is affordable to the organization. How can labor costs be managed?
What tools are available to HR?HRM598 Week
7 Discussion 1 & 2 Latest 2018 Aprildq 1WEEK 7: HRS LEGAL AND REGULATORY ENVIRONMENT1818
unread replies.3232 replies.Compensation programs
are managed within a legal and regulatory environment. What are several laws
that influence compensation programs in your organization? What rules and
regulations are difficult for management to understand in your organization?
What has your organization had to do to meet requirements of new or changed
laws and regulations?dq 2WEEK 7: UNION
INVOLVEMENT IN COMP PRACTICES2626 unread replies.3434 replies.Unions have a
significant impact on compensation design. Union contracts and negotiations
determine how compensation will function in many companies. How has the role of
unions affected wage levels, structure of pay plans, and pay practices, such as
differentials? What are some of the common compensation clauses found in union
agreements?HRM598 All
Team Projects Latest 2018 AprilThe learning objective of the project is to give you the practical
experience of designing a compensation structure for an organization, beginning
with the actual creation of a business, staffing it, implementing the pay plan,
and assessing performance. You will also gain experience in utilizing a project
team.Some of the tools and approaches found in the Recovered Hardwood
Products and Services Case Study used in this course will be of particular
assistance to you in your team projects. See the examples in the lectures in
Week 3 and Week 4. If you work on both the Case Study and the team project in a
parallel fashion, it will be easier to complete your deliverables on time.You need to get started on this project as soon as possible,
because it is quite a bit of work to complete in a short amount of time, and it
will be imperative that you keep up. Do not wait until we have covered all of
the material to get started. At a minimum, begin to familiarize yourselves with
the online resources (O*NET and salary.com) as soon as possible to begin the
job description processes. Good luck!The project is designed in four phases.In this phase, you will establish a business.In this phase, you will write job descriptions, create an
organizational chart, and rank the jobs.Each job description should contain the following.Note: The website of the national occupational
information network or O*NET www.onetcenter.org (Links to an external
site.)Links to an external site. (Links to an external site.)Links to an
external site. contains an excellent job description writer as well as all
current U.S. job descriptions that can be used for both research in this phase
as well as models for your submissions.In this phase, you will collect market data.Note: The
website salary.com www.salary.com (Links to an external site.)Links to an
external site. offers a media wage for the geographic area you have designated.
These median wages can serve as alternatives to actual survey data.
In this phase, you will focus
on benefits and the compensation budget.There is a definite timeline
for when phases of the team paper are submitted.DeadlinePhase
of ProjectDescription
of itemWeek
2Phase
IPhase
I is submitted by posting a draft document in your team discussion area at
the end of Week 2. One document is submitted for the entire team.Week
4Phase
IIPhase
II is posting a draft document in your team Discussion area at the end of
Week 4.Week
6Phase
IIIPhase
III is also posting a

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grading rubric, and anything else
you think we need to complete
your assignment.

Step 1

step 2: get your paper price

To do so, tell us your academic level,
your assignment deadline, number of pages,
and the assignment spacing.

Step 2

step 3: Your Login details

Register an account with us,
and pay for your academic paper
by clicking on secure checkout.

Step 3

last step: assign your paper

Once you’ve paid for your paper, we’ll then assign it to a course-specific writer(s). 

Assigning Step 4

Here’s the paper you get from us:

Book And Paper
  • Plagiarism-free paper.
  • Subject-specific content.
  • Neat presentation and flow.
  • Perfect spelling and grammar.
  • Correct assignment length.
  • Quality references used.
  • Correct referencing style.
  • Correct paper formatting.
  • Up to date references.
  • Authentic references.
Pencils In A Cup

And because your grades are too important to you, we give you these guarantees…

  • Plagiarism Free, Every Time: Every piece of work we deliver comes with a dedicated plagiarism report using Turnitin.

 

  • Complete Confidentiality: This is completely confidential. Your details will never be shared with anyone at all.

 

  • Always On Time: We stand firmly by our commitment to deliver your work on time because we know it’s URGENT.

Here are some of the emails we get from our clients

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For the price of $24.99 a page, here’s exactly what you’ll get:

A high-quality paper written by a professional tutor with over 15 years writing experience.

2A 100% original paper written from scratch delivered to your email with a Turnitin report.

3Extra fast delivery on your paper this way you won’t have to miss a single deadline.

4Thorough quality checks performed to your paper right before we send it to you.

5A course-specific writer is assigned to your paper. Example, if you are a nursing student, we’ll give you a nursing graduate.

6Real time support through email and live chat. Available to you even on the weekends.

7Your paper will be eligible for free unlimited revisions.

Ready to try it for yourself too?

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