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Whole Foods Job Descriptions and Pay Structure

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Read the attached job descriptions of jobs in a company called Whole Foods. Assign each job a title and outline a pay structure. It can be in the form of an organizational chart or a list ranking the highest paid through the lowest paid jobs. Multiple jobs can be the same rate.

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https://brainmass.com/business/organizational-structure/whole-foods-job-descriptions-pay-structure-512291

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Hi - Is this what you are looking for? I used actual salary data and titles when available.

Whole Foods

Area Manager- Job H
Pay Structure $61-66,000/year. Average rate $63,400/annual

Prepared Food Team Leader- Job C
Pay Structure $27-29 an hour. Average rate $27.66/hour.

Grocery Team Leader- Job ...

Solution Summary

This detailed solution takes job descriptions from Whole Foods, assigns each job a job title and outlines a pay structure.

$2.19
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Compensation Structure: Kudler Foods

Given Kudler's new strategy, your team needs to create a compensation structure for the following six positions.
Store Manager, Cashier, Stock Person, Speciality Department Worker, Department Manager and Bagger.
Each member of the team should pick one to two positions to analyze. Each team member must analyze all six positions.
For each position, the team members must do the following.
a) Assess the value of the position using a job-based approach. The job based approach will assess the value that the specific position brings to the organization.

b) Assess the value of the position using a person-based approach. The persn based approach will assess the cerain skill sets or competencies that a person will need in order to sccessfully hold the position. NOTE: For the person-based approach, you may use a skill-based analysis or a competency-based analysis. Also discuss why your team selected the approach used.

In order to cmlete this job position analysis, you will need to research what other companies have done when conducting similar analyses.
Evaluates bot approaches (job-based and person-based) and creates a compensation structure based on both approaches. In considering both approaches, what will the compensation structure look like for each position? Justify your recommendations with research.

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