The following in an analysis of the overhaul of the pay structure for the non-union jobs at HealthRx (the
CEO position is also excluded). Our method for doing so follows the “Pay Structure” outline. Job evaluation
points of relevant benchmark jobs at HealthRx are indicated in the column labeled (Points (X) on the attached
Excel document. Market rates, from a pay survey analysis conducted by HealthRx, for jobs not included in case
2, are indicated in the next column. Rates from case 2 to complete the column.
Job evaluation points were used as X data; survey rates were used as Y data. A regression analysis to
Determine a market pay line, or “pay policy line” (PPL) is also provided through the
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In smaller organizations, such as HealthRx it is sometimes difficult to get pay ranges
above around 35%- 40% without creating a great deal of overlap. It is appropriate to use different percentages for
different grades.
The attached Excel document displays grades 14 through 18, which are clerical type positions. These
Positions consist of the Mailroom Clerk, Billing Clerk, Center Secretary, Accounts Receivable Specialist, and the
Purchasing Agent. Grades 14- 18 are clerical type positions and therefore received a 35% range factor. No more than a two grade overlap occurred amongst these positions, which is acceptable in these parameters.
Grades 19-24 were middle management type positions and therefore received a slightly higher percentage range factor of 38%. The majority of the company falls in to this range. These positions consisted of the
Telecommunications Analyst, Programmer, General Accountant, Benefits Specialist, Tax Accountant,
Compensation Analyst, Human Resource Generalist, Regulatory Analyst, Purchasing Manager, Nurse Practitioner,
Reimbursement Manager, Accounting Manager, Compensation and Benefits Manager, and the Information
Systems Manager. An overlap of three to four grades occurred amongst these positions; the reason being because jobs are much more specialized at these higher level positions creating a greater pool of talent ranges.
Grades 25-28 were higher-end management positions and
A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.
In the selection process of the HR Manager, four applicants Michael Anderson, Arthur Dougherty, Jane Reynolds and Steven Robinson were called for an interview. Based on their resumes and interviews and the factors identified, I would rate Steven Robinson the highest followed by Arthur Dougherty, Jane Reynolds and Michael Anderson i.e. 9, 8, 7 and 6 on a scale of 10 respectively.
Clerical work will also be included a long with their medical work. They may set patient appointments, greet all of the patients as they come for their appointments and sometimes even be required to do a little bit of bookkeeping. Charts and files are maintained by the assistants and most of the phone duties are
I have worked in both union and nonunion workplaces and found the survey questioning my beliefs about unions. I do feel that workers are far better off in this country due to union efforts of the past. Noted in the text, “The United states has legislation governing wages and hours, equal employment opportunity (EEO), family and medical leave, pensions, mergers, Social Security, and health and safety” (Bernardin & Russell, 2013, p. 326). I decided to research three questions on the survey concerning wages and pay-for-performance in which I either disagreed with or was undecided in my response.
These statistics reflect only those in the population who are 15 years and older. Subcategories within management, business, science, and arts include business and financial, computers and engineering, life and physical sciences, education and legal, community services and entertainment, and healthcare professionals. The services profession includes healthcare support services, fire and law enforcement services, food service and
Course: C236: Compensation and Benefits Assessment Code: XYT Task 2 Student Name: Nicole Turner Student ID: 000333688
Capstone Q1-Industry Benefits Comparison: As stated above, the method used for the industry employee benefits package comparison was a comparative analysis. To organize the data it was broken into themes and coded. Presented here are the five resulting tables, including a short data analysis for each. In addition to the listed tables, a scatter plot figure was added for visual representation of the assigned values totals for each company, including every category; however total scores will be announced later.
d. Since this is a variable pay and not a permanent increase, it does not ensure a long term
Medicare surcharge of 0.9% if an employee earns in excess of $200,000 a year. Such
A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.
Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).
After evaluating both profiles, the employers would be asked to complete a brief questionnaire that asks them the following: 1) Which of the two employees they would hire if they had a consultant spot to fill, and 2) To estimate the undergraduate GPA of each of the applicants. The employers will be instructed not to assign the same GPA applicants.
1. Assess the advantages and disadvantages of using a Web-based compensation tool verses a client-server based or stand-alone PC based system and then give your opinion on which system would provide the most value to an organization’s stakeholders. Include three (3) facts to support your opinion.
In a traditional office setting the grade level of the employee can be determined by the size and location of the office. For example, the lowest grade employee would occupy an interior office with no windows. The next grade higher would occupy an office against the outside wall with one window, the next grade two windows until the highest grade level would receive the corner office with two walls of windows. As the window count increases so does the floor space, size of the furniture,