- Look up your current or former job title, and compare the earnings for that title in various parts of the country. Determine what factors might create a disparity for specific geographic regions and what effect this could have on employee motivation.
- Evaluate how helpful this Website might be to employers and the type of data that could be used to increase the fairness of compensation practices.
- From the employer's perspective, assess the impact of the legally required benefits upon additional benefits it might choose to offer employees.
- In terms of discretionary benefits, prioritize those you believe to be most desirable among today's employees.
The average salary for a corporate buyer averages $58,3600 but there is a variation depending upon location. Connecticut's corporate buyers were compensated the most, at $92,790. New Jersey's corporate buyers were compensated at an annual mean wage of $69,210, New York was also high at $66,540, while the New Mexico average mean wage was $47,020 for corporate buyers. The state with the highest employment level in this occupation was California, and the annual mean wage was $56,240 in this state. There is a definite discrepancy in wages, based on geographical regions. The salary appears to be most impacted by cost of living. Companies must pay a larger rate in some areas to compete with the labor force and keep up with the area's standard of living. Connecticut, New York, New Jersey have higher costs of living than New Mexico. Industry type also impacts the salary, with petroleum and petroleum product wholesale buyers, fashion buyers, electric power buyers making more money than grocery product ...
This solution compares the earnings for a particular position in various parts of the country. It determines the factors that might create a disparity for specific geographic regions and what effect this could have on employee motivation. It also evaluates how helpful this Website might be to employers and the type of data that could be used to increase the fairness of compensation practices. It describes, from the employer's perspective, the impact of the legally required benefits upon additional benefits it might choose to offer employees. It also prioritizes discretionary benefits believed to be most desirable among today's employees. APA reference included.
Recognition of Benefit plans: HP financial statement disclosures in the 10K
Please review the attached questions and 10k. I need simple, two line explanations for each.
1. HP provides disclosures related to its pension plans in Note 15 (pp. 129-135). Please answer the following questions based on your reading of this footnote. With respect to only the US Defined Benefit plans and only in 2004, please answer the following questions:
a. By what dollar amount did these plans affect profit?
b. Briefly explain how a company can report net pension income (vs. pension expense) at the same time it is realizing a negative return on pension investments.
c. Provide computations to yield (approximately) the $266 million in interest cost that HP reports as a component of pension expense for its US Defined Benefit plans in 2004.
d. HP has reduced its discount rate in each of the past 2 years. Briefly explain the general effect (no dollar amounts) that this rate reduction has on its balance sheet and income statement:
1. balance sheet
2. income statement
e. What amount of cash benefits did HP pay to its retirees for its US Defined Benefit plans in 2004?
f. What amount of cash contribution did HP make to its US Defined Benefit plans in 2004?
g. Is the HP US Defined Benefit plan over-funded or under-funded and by what amount?