Easyspa Summary

The three projects that I believe the compensation professional should address is first, require written job descriptions created by manager for each of their employees.  This would be very beneficial for managers overseeing current employees as well as as the hiring of new employees. The job descriptions will also be key to developing a pay grade structure.  The positions held now at EasySpa, in the human resource department are, The Human Resources Generalist, a Recruiter and a Administrative Assistant are key positions, but this position.  A compensation professional will bring so many more ideals and structure to EasySpa.  This position will also help Jay keep on task with his duties and this position will also keep Jay and the staff

Compensation systems can take on many forms, all of which have positives and negatives related to it. However, certain components are noted to be determinants of solid compensation plans. One agreement of a solid compensation system is the use of incentives. “Clearly a successful companies set objectives that will provide incentives to increase profitability” (Needles & Powers, 2011). Incentive bonuses should be measures that the company finds important to long-term growth. According to Needles & Powers (2011) the most successful companies long term focused on profitability measures. For large for-profit firms, compensation programs should offer stock options. The interweaving between the market value of a company’s stock and company’s performance both motivate and increase compensation to employees As the market value of the stock goes up, the difference between the option price and the market price grows, which increases the amount of compensation” (Needles & Powers, 2011). Conclusively, a compensation plan should serve all stakeholders, be simple, group employees properly, reflect company culture and values, and be flexible (Davis & Hardy, 1999; The Basics of a Compensation Program).

The employee total compensation program in Aflac is competitive with the industry market for the employees (Reed, 2009, p. 3). First, the company has a program referred to as a “Total rewards program” for the employees of this organization (p. 3). Next, the focus of the Aflac organization derives from the importance of employees through communication (p. 3). To illustrate, the company’s benefits include compensation, such as life insurance paid for by Aflac, policy for cancer paid for by Aflac, insurance for protecting accidents at a low premium for employees, and programs that provides bonuses based on profit-sharing (pp. 4,6). In addition, the organization provides a

Each job seeker is out searching for an employer that is willing to give them a good atmosphere to work in with great benefits and an incentive to be a part of their team. There are many companies whom are very competitive with us and have the ability to offer helpful programs to their employees; such as medical benefits, life insurance, extended disability and even certain commissions. Considering the cost of many of these programs, it would be easier for us to entitle our

Base pay, protection programs, paid time-off programs, and work-related bonuses are all part of which type of compensation program?

The purpose of this document is to address possible security risks associated with the completion of SR-ht-001. This service request is in regard to the “development and installation of a benefits election system to support the tracking and reporting of employee (union and non-union) benefits” ("Smith Services Consulting", 2011). On March 22, 2004 Graham Grove (Vice President of Industrial Relations, Huffman Trucking) sent a memo to Kenneth Colbert (Director of Human Resources, Huffman Trucking) sharing benefit information for non-union represented employees so that Kenneth could use the information to “rationalize health care costs for our

HOHA and Care Selected Heath System Committee members and executives would fully address the compensation arrangements. This goes beyond cash salaries; since, incentives, fringe benefits, qualified/nonqualified retirement plans perquisites, this would also put both organization in a much better position with IRS if the agency ever decided to conduct an audit. Each Care Select Health plan, program or practice would be reviewed to ensure it reserves to the sponsor of the plan the right to terminate or amend the plan. If the plan cannot be amended or terminated, the buyer may be forced to continue to provide benefits under the terms of the seller’s plan indefinitely for those employees who were participants on the October 2018 of the acquisition.

When individuals are searching for employment, they may certainly be interested in the compensation of the position, but something equally important to some job seekers are the benefits and total compensation package that employers may offer. An employee facing separation from employment or one of the other qualifying events must consider that it is not just their salary that they are losing, it may be their health care benefits for themselves and their family. Lawmakers saw the need to establish an incentive for employers to provide continued health care coverage after certain events that led to a loss of health coverage. Thus, Title X of the Consolidated Omnibus Budget Reconciliation Act of 1985 (henceforth, COBRA) enables qualified

Report of the Tenth Quadrennial Review of Military Compensation (2008) Volume 1 Cash Compensation. February 2008. Retrieved from: http://www.whs.mil/library/doc/Tenth.pdf

To successfully implement a change in any business, there must be a concrete plan of action in place. In this case, our team of compensation professionals has compiled a list of strategies for implementing the new compensation package into FastCat’s everyday business.

Employees of Henderson Printing need to be feel that they are all being paid fairly at all levels within the organization. Currently there is no formal system of compensation that Henderson Printing follows and

The second compensation package was not well designed nor did it help define what the corporate strategy would be. For a second time the compensation package focused on maximizing shareholder’s wealth and didn’t take into consideration the stakeholder’s position at all. Dunlap’s package was deeply weighted in company options ($3.75M). In fact it was weighted heavier than before. The stock grants were

Huffman Trucking has recently decided to change the health insurance benefits for its Union-represented employees, offering a choice of a standard and a premium health plan with different premium, co-pay, and deductible options and offering a choice between a standard and a premium dental plan, as well. In order to efficiently and securely track the benefit election options of each of its employees and maintain a system of tracking benefit selection, use, and more, Huffman Trucking has issued a service request for the creation of a software program that will enable user and administrator access to necessary information. The following paragraphs examine issues relevant to the development of this system and its implementation that should be considered by those responsible for carrying out these tasks.

A major role of this committee is the reviewing of the Company’s compensation strategy. Ensuring that the compensation strategy aligns with their goal to attract and retain high-quality leadership is crucial to the success of The Home Depot. They must make certain that management is awarded the appropriate incentives and rewarded appropriately for its contributions to the growth and profitability of the Company. The Home Depot’s compensation strategy must also align with all of the Company’s objectives and stockholder interests. ("Leadership development &," 2013)

Plastec needs to assess its current compensation system and identify its business objectives. By taking a look at the current pay system and assess the level at which it supports the objectives and the personnel necessary for the business. Some specific objectives can be extracted from the strategic plan such as quality productivity, service, team-work, cost reduction and so forth. After completion of their own internal review Plastec needs to compare its reviews against other competitors in the business. Various other organizations have fairly decent compensation packages such