Compensation Structure And Job Design Research

3345 words - 13 pages

Compensation Structure and PAGE \* MERGEFORMAT 1
Running head: COMPENSATION STRUCTURE AND JOB DESIGN RESEARCHCompensation Structure and Job Design ResearchUniversity of PhoenixCompensation Structure and Job Design ResearchIt is imperative for organizations to develop a concrete compensation structure that ties into a company's philosophy and organizational goals. Kudler Fine Foods recently restructured its organizational strategy by establishing a new customer service concept that allows the associates to be the customer service agents. This strategy was designed to offer the customers with the highest level of customer service. However, to move forward with this organizational strategy, Kudler must establish a compensation structure for the six different positions. As this is a critical stage of the process, Kudler must successfully implement a compensation structure that is appropriate for the organization. Hence, this paper will analyze the job-based and person-based compensation structures as well as evaluate the job designs for each position.Compare and Contrast Approaches to Evaluating Work Related Internal StructuresWithin most organizations there are two kinds of compensation structures, job-based and person-based. Each structure has very specific roles to play within the organization, but they are extremely at different ends of the spectrum. First, the person or skill-based structure "link pay to the depth or breadth of the skills, abilities, and knowledge a person acquires that are relevant to the work," (Milkovich & Newman, 2004, p. 148). Therefore, an employee is compensated for more than what his or her job may entail at the time; rather they are compensated for what they have learned over time. In contrast, the job-based structure is far less flexible and does compensate the individual for what he or she is worth, rather what the job is worth. "Each position is slotted into a grade level and weighted based on the education and experience the job requires and the number of staff who report directly to the person in the position. Pay raises are scheduled as an employee's tenure with the practice increases. The traditional model is designed to serve as a cost-control tool and to establish each job's relative worth in a practice," (AAFP, 2011).Analyze the Valuation of Compensable Factors of WorkCompensable factors are "those characteristics in the work that the organization values, that help it pursue its strategy and achieve its objectives" (Milkovich & Newman, 2004, p. 127). In order for Kudler Fine Foods to determine what their compensable factors are, they must ask themselves what it is about the work that adds value. Based upon this answer, Kudler will be better able to establish their competitive advantage within the grocery store market. Also, according to Milkovich and Newman (2004), compensable factors should be based on the strategy and values of the organization, based on the work performed, and acceptable to the...

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