Explore BrainMass
Share

Problems in the Pay System: Compensation

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

Read the attached files and answer the following questions.

1. Are the CCUA department's current pay practices concerning data processor IIs and computer analysts Is externally equitable (i.e. competitive)? Explain your answer.

2. What specific action, if any, do you recommend be taken now? Be specific and justify your recommendations as fully as possible.

3. What specific strategies do you recommend for the future so that these types of problems can be anticipated and avoided.

4. As is often the case in business, we typically find that we must make decisions or recommendations on the basis of incomplete, imperfect information. What additional information in this situation would have enabled you to improve the quality of your recommendations?

5. Conduct a Web search (O*NET) to determine how accurate the data are in 10.1.3 for the systems analyst/programmer job title. Summarize your findings.

© BrainMass Inc. brainmass.com October 17, 2018, 1:02 pm ad1c9bdddf
https://brainmass.com/business/business-management/problems-pay-system-compensation-599429

Attachments

Solution Summary

This solution assesses the competitiveness of the CCUA department's current pay practices concerning data processor IIs and computer analysts Is. The solution also provides specific action that the department should take in light of the data provided in the case study. Additionally, the solution recommends specific strategies for the future so that these types of problems can be anticipated and avoided. The solution also highlights additional information in this situation that would improve the quality of your recommendations, and lastly assesses the accuracy of the data shown in exhibit 10.1.3 in line with the current pay rates shown on the O*Net website.

$2.19
Similar Posting

Compensation and Incentive Pay at Shaver, Inc.

Compensation and Incentive Pay at Shaver, Inc., the case at the end of Chapter 11, presents a common situation in many organizations today. It raises questions about the value of pay-for-performance plans being used or considered in organizations of every type across the country. Pay for performance or as it is often called, merit pay, is at the center of a nationwide controversy on how to improve teacher and school system performance. Many reformers argue that merit pay is the answer to teacher recruitment and retention and getting the desired performance. Others argue that the systems are too difficult to implement, too often reward the wrong behaviors, and the pay increases are too small to matter. Shaver, Inc. raises many of the same issues that are heard in the national teacher's pay debate.

What are the problems with Shaver's present performance appraisal and salary review program? Identify and discuss at least two significant problems as a result of current practices.

What changes in Shaver's performance appraisal and salary review program would you recommend? Identify at least two recommendations to deal with the issues that you identified with the current system.

Discuss the rationale and relative advantage of each of the changes you recommend. Provide justification for your recommendations and address the pros and cons of your recommendations.

Based on your analysis of the issues raised by the Shaver, Inc. case, what recommendations would you make to a school board considering a merit pay program for its school teachers?

must be apa and 3 pages

** See ATTACHED file(s) for complete details **

View Full Posting Details