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Compensation Plan For Kudler Fine Foods

3109 words - 12 pages

Running head: COMPENSATION PLAN FOR KUDLER FINE FOODSCompensation Plan for Kudler Fine FoodsUniversity of PhoenixCompensation Plan 1Compensation Plan for Kudler Fine FoodsKudler Fine Foods (Kudler) is a local upscale specialty food store located in the San Diego metropolitan area. They have three locations; La Jolla, Del Mar, and Encinitas. Each store is located in a fashionable shopping center. They have the very best domestic and imported fare at every location, in which includes upscale gourmet food such as fresh meat, sea-food, cheese, specialty dairy products, fresh baked products, and pastries. Kudler's mission is to "provide our customers the finest in selected foodstuffs, wines, and related needs in an unparalled consumer environment," (Apollo Group, Inc., 2011, p. 1). Also according to Apollo Group, Inc., (2011), the company has just finished restructuring its organizational strategy. Kudler has developed and implemented a new customer service strategy that will enable associates of the grocery store to be considered frontline customer service agents. This is in an effort to provide every customer with the highest level of customer service available in the industry. This paper discusses how the components of a recommended compensation plan can help Kudler achieve its new strategy. It states the message that a compensation strategy conveys to employees and recommends an administration approach for Kudler's human resources function. This discussion includes how the recommended compensation plan will be carried out and implemented within the Kudler Foods organization. Also addressed are the job analysis, using the job position and new job descriptions, the job design, which includes the Job Based and Person Based Assessment, a discussion on the competitive compensation rates in the market, and performance evaluations at each level within the organization.ResponsibilitiesKathy Kudler has the overall responsibility for implementing this compensation policy, and the human resources director is responsible for day-to-day administration. Managers and supervisors are responsible for maintaining correct classifications of their employees, conducting periodic evaluations and helping them improve performance.The job analysis, using the job position and new job descriptionsJobs are classified as specified in the job description. Nonexempt employees are compensated by the hour. Exempt employees receive an annual salary. Within each category, jobs are classified according to pay grade. A job's pay grade classification is based on its unique demands and responsibilities as specified in its job description and on its relative value to the organization. An employee who is dissatisfied with a pay grade classification may appeal to the human resources director, (BLR, 2008).Store ManagerThe grocery store manager is responsible for the efficient and profitable operation of grocery stores, excellent quality customer service including any complaints, which...

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