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7 page paper: MUST READ INSTRUCTIONS ATTACHED! AND FOLLOW THE GRADING RUBRIC FOR HEADING FOR THE PAPER!!!

Your job as the Human Resource Systems Manager is to search the web, do library research and find appropriate tools that can interface with your current HRIS system. 

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Summarizing for the compensation manager what appropriate standalone tools are available in the Market which the Compensation Manager might be able to adopt in their companies. 

The “Right” Compensation Administration Productivity Tools

To be considered complete, all written assignments must include proper citations within the body of the paper when relevant, as well as a Reference section. Failure to cite outside sources is plagiarism and will be treated as such! You must also include a title page. Do not include pictures or graphics. All documents must be in Word format and placed in the Dropbox by the assignment deadline. Quoted material in this assignment should be <5%.

Assignment Description/Scenario

Consider yourself to be the Human Resource Systems Manager for a Global Corporation with about 15000 employees across various countries. Your company has 10000 of those 15000 employees in the U.S. You have been approached by the Corporate Compensation Manager asking your help to find specific Compensation Administration productivity tools for the US operations only. The Compensation Department regularly must do some data intensive tasks such as: 1. Participating and analyzing specific salary surveys to compare your company’s compensation data with those of similar companies in similar or related industries. The compensation analysts must go through an annual exercise of benchmarking jobs and then inputting your company’s data into external salary surveying systems. After that the Compensation Analysts will engage in analyzing and comparing benchmarked survey data to internal data in the effort to update salary ranges for a Salary Ranges based Compensation System or do market pricing for a Market Based Compensation System. Also, the compensation department must work with line HR managers and HR Reps. during the annual salary planning and budgeting process working in conjunction with the Finance Department. The Compensation Manager wants to automate these tasks which are now done by Compensation Analysts by hand. So, the Compensation manager wants your help in finding automated Compensation Administration Tools. Tools such as a Salary Survey Analyzer to automate the entire Salary Surveying process, 2) Salary Range Developer to automate the number crunching steps in updating Salary Ranges and Merit Matrices and 3) a Salary Forecasting and Budgeting Tool to automate this other annual number crunching process.

The Assignment

Your job as the Human Resource Systems Manager is to search the web, do library research and find appropriate tools that can interface with your current HRIS system.

In this written Assignment your task is to research various tools available in the market and write a 7-page maximum paper summarizing for the Compensation Manager what appropriate standalone tools are available in the Market which the Compensation Manager might be able to adopt in their companies. The best way to go about writing this paper would be to find who the major Compensation Consulting companies are and then search their websites of what they offer by way of these tools. Hint: Radford Associates.

The following information must be included in your completed paper. Use the headings outlined below for your paper.

Grading Rubric:

Paper HeadingsDescriptionPoints
IntroductionIntroduction provides sufficient background on the topic and previews major points. 5
Elaborate your understanding of the specific tools in questionExplain in a comprehensive manner the specific tools the Compensation Manager is looking for. What is importance of these tools? Why is it important to automate these tasks? What is the difference between the Compensation Systems discussed in Assignment Description? Do you need to assist in the application of these tools by building various interfaces between your HRIS system and the outside party? For example, in order to automate Salary Surveying how to upload your company’s salary data with the automated salary surveying process of the Survey company. 40
Report on the available tools that are available in the marketplace.Review the tools you would recommend to the Compensation Manager. Explain why you chose these automated tools. Describe and explain the vendors who are providing these tools. Explain how these automated tools can be integrated into the HRIS systems. Be sure to fully explain your reasons for selecting these tools. Be sure to properly cite your sources! 40
Conclusion Conclusion is logical, flows from the body of the paper and reviews the major points. 5
MechanicsPaper Mechanics· There is a hard 7-page maximum for this paper, however, it should be thorough, yet concise.· Include all aspects of the assignment criteria, outlined on the previous page—these are good paper headings.· There should be minimal quoted material in this paper, <5%.· Cite in text when using words/thoughts that are not your own. All sources must be appropriately cited—use APA for in text and reference list citation formatting.· Include a reference page for source(s).· Follow APA formatting for citing and the reference page.· Put the paper title information on a separate page.· Use 12 pitch font (Arial, Times Roman), double spaced, and 1″ margins as a standard format.· Do not include extra lines between paragraphs, etc.· Grammar, punctuation, spelling, etc., will all be taken into consideration when awarding points.· Proofread your papers before submitting. Spell check is not foolproof.· Re content, if you make a statement, for example “all people who break the law should improve their communication skills to stay out of jail,” you need to substantiate that statement. If that statement is not your own thought or a statistic, cite. If it is your opinion, state that and explain what led you to that conclusion. Provide enough information to validate and explain the statement.· Treat these assignments as real-world situations. This will give you the opportunity to practice how you would research and provide information as an HR professional.

Week 3: Compensation & Benefits 2

Introduction

Now being several weeks since our tele-communication company Compensation

Manager (CM) asked me to provide recommendations on automated compensation

tools. Being as large as our company it’s imperative we start working smarter and

efficient. Especially since the wave of technology in HRIS adaptation. Our current

HRIS software is well used and acceptable among our peers and employees, however

with the initial adaption and software upgrades of Peoplesoft the program is lagging

Compensation reports. The compensation department and analysts within are still

having to spend a lot of time in compensation management of maintaining, comparing

and tracking compensation data. Yearly the compensation administration has sought to

condense avenues of their data from salary surveys, comparing benchmarking jobs and

expanding salary ranges. The CM has now asked me the Human Resources Manager

to provide market research recommendation on HRIS compensation outsourcing

companies that can assist with the automation of our company needs. As I awaited in

the conference room, I began looking over the market research proposal and RFI/RFP

received from two of the top compensation companies. The two companies I selected

were Corporate Compensation Partners LLC. and Harvest HCM. Both companies were

noted on the SHRM vendor directory and are top rated and have positive reviews from

their clients. The conference room door opens and the Chris Greone our Compensation

Manager walks in as we exchange greeting, I conveyed to Greone the appreciation

towards being asked to gather the information and make recommendation as it had

been a long time since I made a recommendation of HRIS software or outsourcing.

Within the context of this paper I will share the strategic roles of the automated

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Week 3: Compensation & Benefits 3

compensation tools, the integration of such tools into our HRIS, along with both

companies’ compensation products and services with my recommendations.

Compensation Philosophy

As a multi-million global tele-communication company with 15000 employees in

various roles and responsibilities our company compensation philosophy is essential

has been our benchmark towards attracting, motivating and retaining talented

employees who drive our company’s success. Our company compensation

administration supports the mission and values. We believe our compensation program

is a management tool that align with industry standards, supports, reinforces our

number resource, our employees. It is our intention to use a competitive system to

determine the current market value of a position based on the skills, knowledge and

behavior. We have strived to provide the base salary that meets the market (50th

percentile) when employees are fully proficient. In addition to the base salary we utilize

incentive or variable pay to meet the strategic goals of the company to include executive

compensation, promotional increases, bonuses and merit increases. The overall

compensation system is objective and non-discriminatory.

Compensation Tools/Automation

Our compensation team has been instrumental in implementing the compensation

philosophy into action through various utilization tools. Such utilization compensations

tools included the following:

 salary surveys

 salary ranges

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Week 3: Compensation & Benefits 4

 salary forecasting and budgeting

Theses tools have been utilized by our Compensation team down through the years

however with the rapid growth of US operations we are exploring automation of these

tools towards efficiencies’ in US operations and integration into our HRIS. The

compensation utilizations of these tools have been the integral puzzle piece of our

company success to attracting highly qualified candidates while retaining and motivating

top performing employees. For example, the salary surveys provide market data on

wages based similar positions within the industry. The salary data is constantly

changing due to the growing supply and demands in the job markets. Our company

analysts have been utilizing the comprehensive salary information from the Bureau of

Labor Statistics (BLS).

The salary survey data also helps with defining our company salary ranges. The salary

range is the range of pay the company is willing to pay to employees for performing job

function (Heathfield, S., 2019). The ranges are set up through a minimum, mid and

maximum ranges of pay amounts and determined by market pay rates/studies doing

similar industries in the same region of the country (Heathfield, S., 2019). Salary

forecast is also an essential puzzle piece in the compensation administration utilization

tools that is currently being used by our team. Forecasting and budgeting is contingent

on our company business performance, labor cost and workforce movement and

operations. Through the various US locations our team reviews salary increases within

market adjustment, cost-of-living and performance-based increases. The ability to

forecast and budget promotional increases along with incentive pay for top performer

has become an evolving and strategic role within our compensation team utilization

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Week 3: Compensation & Benefits 5

tools. Currently our compensation team have been utilizing market research data from

various reliable sources and maintaining data in company SharePoint drive. The data

has been piling up throughout the years and maintained through the compensation

team. With the current and projected company growth within the next two to three years

it has been determine in order to maximize company compensation administration

towards automation of these utilization tools. Our company strategic compensation goal

is the effective utilization of compensation tools in the following areas:

 Competitive positioning

 Defensible decisions

 Legal compliance

 Dependable data

 Investment Protection

These five areas will assist our compensation team in avoiding costly mistakes and

taking advantage of compensation resources and tools (Toman, R., 2019).

As I shared with the CM one of the primary areas needed for this operational project

would be the integration of our company HRIS. As a critical factor in the company

operations the compensation tools must be compatible. Secondly the automation of the

tools would have to eliminate company risk of data begin skewed, human error and any

future risk of litigation towards disparities and wage discrimination. The good news I

shared with CM was that I found multiple outsourcing compensation consulting

companies that could provide the compensation tools as a service and/or design a

software program connected to our HRIS as a data source. From my initial RFI I

received multiple companies’ proposals, however, will share the top two proposals. The

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Week 3: Compensation & Benefits 6

two compensation companies are similar alike however have a variety of enhancing

compensation tools and services. The top two companies for proposal are Corporate

Compensation Partners LLC. and Harvest HCM. Within the next area of this paper we

will review these two compensations companies and their tools as discussed with the

CM.

Recommendations

Corporate Compensation Partners LLC (CCP) is a compensation management

consulting company that partners with companies in compensation advisement and

services. The company was founded in 2004 by current company President Rodney

Cottrell in Pittsburg, PA. The company specializes in compensation analysis, diagnosis,

and design. There services also include:

 Executive Compensation

 Bonus Plans, Incentive Plans, and Sales Plans

 Job Evaluation

 Company Policies, Practices, and Salary Structures

 Director Compensation

 Non-Profit Compensation

 Compensation Salary Surveys through our survey division EHResearch Data

Services

CCP is highly recommend through client reviews and can ensure seamless of operation

of salary data integration.

Harvest HCM

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Week 3: Compensation & Benefits 7

Harvest HCM is a full-service HR solution consulting company providing and supporting

HR processes. Customized software and compensation advisement can be tailor made

for HRIS integration. There services also include:

 Merit, Bonus, Stock, Equity and Other Types of Variable Pay Programs

 Real-Time Data and Reporting

 Approval Workflows

 Automated Communication

 Custom Dashboards and Reports

 Integrates With Any HRIS, ERP, Financial or HCM Suite

 Simplify Management Complexity and Save Time

The integration of the Harvest HCM is a cloud-based technology compatible with

integration with HRIS.

Conclusion

With the above recommendations I highly suggested to the CM to review the detail

RFPs’ as other pivotal information is included along with the company credentials and

affiliations. Since at this point no reduction of force or position elimination within the

compensation team is being considered both compensation companies’ services

enhanced compensation tools would be compatible for HRIS integration.

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Week 3: Compensation & Benefits 8

References

Heathfield, S. (2019, June 25). How does a Salary Range Work. Retrieved from

https://www.thebalancecareers.com/how-does-a-salary-range-work-1918256

(n.d.). Retrieved from http://www.corporatecomp.com/company.php

(n.d.). Retrieved from https://www.harvesthcm.com/compensation-management/

Torman, R. (2019, September 16). Five Reasons You Need a Salary Survey. Retrieved

from https://www.pearlmeyer.com/knowledge-share/article/five-reasons-you-

need-a-salary-survey

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