HRM 591 Week 7 Explore Human Resources Task 3 - Coaching Manager and Other Business Leaders

RUNNIGN HEAD: Analysis of Compensation 3 In the following section I will give my recommendations for the following employees: 784 Nemm 785 S, V 786 Poli 574 Shen 575 Pull 576 Kara 577 Kovu 265 Mitt 266 MANK 267 Tiwa 66 Gopi 67 Patc 68 Maju 12 Vang 13 Dixi Employee Analysis Defining and refining the company’s compensation management program is critical for boosting employee motivation and retention. However, properly rewarding top employees and allocating pay adjustments across an organization can be a complex, laborious and error-prone task. To give high performance within the company, the employees need to begiven effective feedback. Clearly tell the employees what they are doing well and why the company values their behavior such as impact on team, organization, customer, etc. The rules and guidelines set for compensation should be clearly defined and accessible. Goals and performance ratings should be a known and visible factor in determining employee compensation. (Conrad, 2012). These recommendations are only based on the role, career level, and percentage of that pay range. In the accompanying excel file I have calculated, and color coded each employee to show where they stand in terms of current salary. From this analysis of each pay level and job function I propose the following concerning salary increase: RUNNIGN HEAD: Analysis of Compensation 5 For Level Three employees: Employee 574 Shen, Engineering/Technology, Engineering Manager - Mechanical Component; Employee 575 Pull, Engineering/Technology, Engineering Manager – Mechanical Component; Employee 576 Kara, Digital Technology, Staff Enterprise Application Engineer; Employee 577 Kovu, Engineering/Technology - Engineer CTH - Chief Engineering; Employee 66 Gopi Engineering/Technology, Engineering Manager - Interdisciplinary Engineering; Employee 68 Maju, Digital Technology, Manager – Digital Technology; Employee 12 Vang, Engineering/Technology, Engineer – Fleet Management and Employee 13 Dixi, Digital Technology, Staff Enterprise Application Engineer. These employees have full tenure, experience, and more responsibilities than the other two levels. When assessing for a pay increase, each employee should be considered an asset and as such care must be taken when considering if the loss of these employees will cost more to replace/train. Shen is currently at 95% of the salary range and therefore is not eligible for a pay increase. Pull is currently at 99.1% of the salary range and is not eligible for a pay increase. Kara is currently at 106.5% of the salary range and is not eligible for a pay increase, I would also advise a revision in the position to better align with company compensation management program and goals. Kovu is currently at 100% of the salary range and is not eligible for a pay increase. Gopi is currently at 402.9% of the salary range and is not eligible for a pay increase, this employee needs to be reassessed for the position. At the rate this employee is at is not in alignment with company goals and should be considered for replacement. Maju is currently at 1% and is eligible for a pay increase of $1.00 per hour. Vang is currently at 89.6% of the pay