exempt organizations “ get ‘ reasonable ’ right .” journal W r i t i n g

Complete Assignment Instructions:

Please read Chapter 12-Compensating a Flexible Workforce (pages 280-300), Chapter 13-Compensating Expatriates (pages 306-321) and the attached case materials for Columbus Carpentry before continuing with your assignment:

Employee Handbook

Transcripts of Interviews with Employees

Excel Spreadsheet-Human Resource System HRIS database

The materials needed for this assignment are attached

All of this aforementioned material will be used in addition to all previous chapters read in prior weekly units to prepare this week’s assignment:

For your Unit 8 Complete assignment, you will need to write a comprehensive APA analysis paper utilizing all the knowledge you have gained throughout Units 1-7 of HRM524-Total Rewards:Compensation & Benefits.Also, you will need to insure to include topics from Unit 8, the reading section, and the attend section into your final paper.In other words, this is a reflective paper of the entire course.

You are encouraged to refer to the APA Template und the Resource tab or contact the CPS Librarians.Also, refer to the grading rubric for guidance.Upon completion, you will click on the Dropbox tab to submit your paper for grading.

This culminating paper will be a 1,500-word narrative essay in APA format addressing all parts of all questions.You should conduct online research on the topics and prepare a narrative paragraph, third person, consultant point-of-view format.Include a minimum of at least four scholarly, peer reviewed articles (at least one minimum for each question below).Be sure to demonstrate a thorough understanding of all the READ and ATTEND sections of the course in your essay.Again, cite your sources in APA format.Include in-text citations, as appropriate, and place a single labeled reference listing at the end of the assignment to provide full credit to the sources utilized, all in APA style.

References with the articles attached:

Newman, J. M., & Milkovich, G. T. (1990). Procedural Justice Challenges in Compensation: Eliminating the Fairness Gap. Labor Law Journal, 41(8), 575–580.

Luk, B. V., Shiner, B., Watts, B. V., Zubkoff, L., & Schlosser, J. E. (2010). Strategies to Improve Compensation and Pension Timeliness: Lessons Learned From High-Performing Facilities. Military Medicine, 175(12), 978–982. https://doi-org.bethelu.idm.oclc.org/10.7205/MILMED-D-10-00263

Klein, A. M. (2011). ACT Suggestions Can Help Tax-Exempt Organizations “Get ‘Reasonable’ Right.” Journal of Pension Benefits: Issues in Administration, 18(2), 82–84.

Luk, B. V., Shiner, B., Watts, B. V., Zubkoff, L., & Schlosser, J. E. (2010). Strategies to Improve Compensation and Pension Timeliness: Lessons Learned From High-Performing Facilities. Military Medicine, 175(12), 978–982. https://doi-org.bethelu.idm.oclc.org/10.7205/MILME…

Complete Assignment questions:

Columbus Custom Carpentry- A Case Overview

© Society for Human Resource Management (SHRM),Douglas Reys, SPHR–

This case is presented as close as possible to encounters in working life.Columbus Custom Carpentry is a small, successful company.Recently, though, labor costs per unit have risen faster than gross revenue per unit.The company president has also found that human resource issues are taking up more and more of his time and frequently result in production problems.Both overtime and late shipments are increasing.Until now, the president’s administrative assistant has handled all HR-related administrative activities.

Your role is that of a newly hired HR manager and internal consultant who must conduct a compensation and benefits assessment to:

Conduct a strategic assessment and determine the current state of compensation and benefits processes and policies

Based on the current state, identify key compensation and benefits issues and special challenges

Provide a set of comprehensive recommendations for improvement of the Compensation and Benefits strategies and programs to the Company President

Subject matter knowledge you will apply in this case include, but not limited to:

Internal and external pay equity

Job grades and pay range/structure creation

Market pricing using salary data

Turnover

Job analysis and job description development

Legal considerations

Questions as “Thought Starters”

(Note:These are questions intended to be thought provoking, the actual questions you will answer will be the three primary posed questions provided with the case)

How much turnover is too much?

What is causing the turnover at Columbus Custom Carpentry?

Did pay cause the interdepartmental issues or did interdepartmental issues cause the pay problems?

How is pay determined? What is fair?

What are the consequences of poor internal equity?

What are the consequences of poor external equity?

How can pay grades help prevent internal equity problems?

How can pay grades help prevent external equity problems?

Are the assembly technicians overpaid? If so, how or why did this come about?

Are the craters underpaid? If so, why? Will they still be underpaid if the custom hand work portion of their job is eliminated by the jig system?

What are legal implications and considerations?