OL 325 Final Project Guidelines and Rubric

24/7 Homework Help

Stuck on a homework question? Our verified tutors can answer all questions, from basic math to advanced rocket science!

1
Overview
The importance of compensation varies depending on the viewpoint, as described by Barry Gerhart and Jerry Newman in Compensation. Society views
compensation as a measure of justice; managers may view compensation as a major expense or a motivator; employees view compensation as an entitlement or
as an incentive. Regardless of the viewpoint, fairness and equity are essential. Compensation must also be up-to-date, competitive in the market, and easy to
understand.
Aligned pay structures support the way the work gets done, fit the organization’s business strategy, and are fair to employees. Organizations typically task an inhouse human resource (HR) professional or hire an HR consultant to create and maintain the company’s pay structure. In this final project, you will design a pay
structure using the specially designed final project case scenario.
The project is divided into two milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality final
submissions. These milestones will be submitted in Modules Three and Five. The final product will be submitted in Module Seven. The final project includes a
new section on pay mix which also needs to be completed prior to submission.
In this assignment, you will demonstrate your mastery of the following course outcomes:
 Students will gain an understanding of the evolution and administration of compensation and benefit programs for organizations.
 Students will explore wage theory, principles and practices, unemployment security, worker income security, group insurance, disability insurance, and
pension plans and how these compensation and benefit items are balanced to provide incentive and recruitment of a high-performance workforce.
 The connection between the organization’s mission, objectives, policies, and the implementation and revision of their respective compensation and
benefit systems will be analyzed to gain a deeper understanding of the importance of such systems to the organization’s overall human resource
management.
 At the conclusion of this course, students will be able to demonstrate the acquisition and application of theories and concepts that support the
enhancement and proficiency in seven primary competencies: strategic approach, research, teamwork, communication, analytical skills, problem solving,
and legal and ethical practices.
Prompt
You are the Human Resource Director for a premier supplier of rubber floor mats and matting that is expanding its production operations to Rockville,
MD. The organization is headquartered in San Antonio, TX. Based on the organization’s mission statement, the company’s goal is to provide top-quality
2
products with customer service that well exceeds expectations and with a strong commitment to continuous improvement. The following personnel are
required to start the Rockville operation (the numbers in parentheses indicate the number of positions):
• Director of regional operations
• Assistant to the director of operations
• Operations analyst (2)
• HR director (this is you)
• HR administrative assistant
• Benefits manager
• Lead production worker (3)
• Production worker (10)
• Production manager
• HR generalist
• Front desk receptionist
In your final project you will be designing a pay structure based on the final project case study you have been reviewing throughout the course and utilizing with
your milestone activities.
Specifically, you must address the critical elements listed below.
I. Internal Consistency:
A. Create complete job descriptionsfor the benefits manager and production worker position using ONET (see Module Three Reading and Resources area). Note: There may be several versions of these positions on ONET. You should create personalized job descriptions that are tailored
to the company.
B. Calculate the job evaluation points for the administrative assistant, operations analyst, production worker, and benefits manager jobs. Provide a
rationale for assigning specific weights and degrees to the various jobs. Use the job descriptions you created in section one, as well as the job
descriptions in Appendix A of the final project case study, as a reference.
C. Create job familiesfor all the roles at the Rockville location. The families may be illustrated in a table or bullet format. List positions within each family
based on the difficulty level. Provide a rationale for why jobs were assigned to the various families.
II. External Competitiveness:
A. Calculate the weighted means of base pay for each of the benchmark jobs (administrative assistant, operations analyst, production worker, and
benefits manager) from the six companies listed in Appendix B of the final project case study.
B. Calculate the predicted base pay for each of the following benchmark jobs: administrative assistant, operations analyst, production worker, and
benefits manager.
C. Create a market pay line using the following benchmark jobs: administrative assistant, operations analyst, production worker, and benefits manager.
Clearly label your job evaluation points and salaries.
D. Calculate the adjusted pay ratesfor each benchmark job based on your company’s decision to lead in base pay by 3%.
E. Create pay grades by combining benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why
you combined any benchmark jobs to form a grade.
F. Create pay rangesincluding minimum and maximum for each of the pay grades based on pay grades created in item E above.
3
III. Pay Mix: (Note: This is a new section that was not completed in the milestone projects. This must be completed prior to Final Project submission.) Your 1-2
Assignment: New Compensation System will provide some insight into elements of a pay mix and how those components complement the compensation
package.
A pay mix is a company’s relative distribution of compensation components such as base pay, merit, incentives, benefits, etc., as described
by Barry Gerhart and Jerry Newman in Compensation. Different job grades may have different pay mixes. For example, executives often have
a higher percentage of long-term incentives. Pay mixes are often illustrated in a pie chart.
A. Create a pay mix for each job family, illustrated in a pie chart. Provide rationale for each pay mix connecting your decision to the company’s strategic
goals. In addition, provide at least three examples of employee benefits you recommend the company propose in their total compensation package.
Below is an example of pay mix pie chart. Note: Numbers used are not from the data in this case study.
4
Milestones
Milestone One: Internal Consistency
In Module Three, you will submit the internal consistency section of the final project that includes job descriptions, job evaluations, and job families. This
milestone will be graded with the Milestone One Rubric.
Milestone Two: External Competitiveness
In Module Five you will submit external competitiveness section of the final project that includes weighted means, predicted base pay, market pay line,
adjusted pay rates, pay grades, and pay ranges. This milestone will be graded with the Milestone Two Rubric.
Final Submission: Designed Pay Structure
In Module Seven, you will submit your final project. It should be a complete, polished artifact containing all of the critical elements of the final product. It should
reflect the incorporation of feedback gained throughout the course. Note: The final project includes a new section on pay mix which also needs to be completed
prior to submission. Refer to the III. Pay Mix section in the project prompt above, as well as your work on the 1-2 Assignment: New Compensation System. This
submission will be graded with the Final Project Rubric.
Final Project Rubric
Guidelines for Submission: Your final project will be in a Word document, approximately 13–18 pages in length (plus a cover page and references) and must be
written in APA format. Your Word document may include Word tables, Word lists, Excel screenshots, and rationale in written paragraphs. Use double spacing, 12-
point Times New Roman font, and one-inch margins.
Critical Elements Exemplary Proficient Needs Improvement Not Evident Value
Internal Consistency:
Job Descriptions
Meets “Proficient” criteria
including exceptional job
analysis for creating job
descriptions (100%)
Provides complete job
descriptions tailored to the
company (85%)
Provides job descriptions that
are incomplete or not tailored
to the company (55%)
Does not provide job
descriptions required (0%)
11
Internal Consistency:
Job Evaluation
Meets “Proficient” criteria and
rationale is exceptionally clear
and easy to follow (100%)
Provides complete job
evaluations for all identified job
descriptions and explains
rationale for assigning specific
weights and degrees to the
jobs (85%)
Provides incomplete job
evaluations for all or some of
the identified job descriptions
or does not explain rationale
for assigning specific weights
and degrees to the jobs (55%)
Does not provide complete job
evaluations for identified job
descriptions and does not
provide rationale for specific
weights and degrees to jobs
(0%)
13
5
Critical Elements Exemplary Proficient Needs Improvement Not Evident Value
Internal Consistency:
Job Families
Meets “Proficient” criteria and
rationale is exceptionally clear
and easy to follow (100%)
Provides logical job families for
all job roles and explains
rationale for why jobs were
assigned to the job families
(85%)
Provides illogical job families
for some of the job roles or
does not explain rationale for
why jobs were assigned to the
job families (55%)
Does not provide job families
and does not provide rationale
(0%)
7
External
Competitiveness:
Weighted Means
Provides correct weighted
means for each benchmark job
identified (100%)
Provides incorrect weighted
means for some of the
benchmark jobs or provides
weighted means for all
benchmark jobs with consistent
computational errors (55%)
Does not provide weighted
means for benchmark jobs (0%)
7
External
Competitiveness:
Predicted Base Pay
Provides correct predicted base
pay for each benchmark job
identified (100%)
Provides incorrect predicted
base pay for some of the
benchmark jobs or provides
predicted base pay for all
benchmark jobs with consistent
computational errors (55%)
Does not provide predicted
base pay for benchmark jobs
(0%)
15
External
Competitiveness:
Market Pay Line
Provides correct market pay
line for each benchmark job
identified with clear labeling of
job evaluation points and
salaries (100%)
Provides incorrect market pay
line for some of the benchmark
jobs or provides market line
but does not clearly label job
evaluation points and salaries
(55%)
Does not provide market pay
line for benchmark jobs and
does not clearly label job
evaluation points and salaries
(0%)
11
External
Competitiveness:
Adjusted Pay Rates
Provides correct adjusted pay
rates for each benchmark job
identified (100%)
Provides incorrect adjusted pay
rates for some of the
benchmark jobs or provides
weighted means for all
benchmark jobs with consistent
computational errors (55%)
Does not provide adjusted pay
rates for benchmark jobs (0%)
7
External
Competitiveness:
Pay Grades
Meets “Proficient” criteria and
rationale is exceptionally clear
and easy to follow (100%)
Provides correct pay grades for
combined benchmark jobs,
labels pay grades incorrectly,
and explains why combined
benchmark jobs form a grade
(85%)
Provides incorrect pay grades
for combined benchmark jobs
or labels pay grades incorrectly,
or does not explain why
combined benchmark jobs
form a grade (55%)
Does not provide pay grades
for combined benchmark jobs,
does not label pay grades
correctly, and does not explain
why combine benchmark jobs
form a grade (0%)
7
6
Critical Elements Exemplary Proficient Needs Improvement Not Evident Value
External
Competitiveness:
Pay Ranges
Meets “Proficient” criteria and
rationale is exceptionally clear
and easy to follow (100%)
Provides correct pay ranges for
each pay grade and provides
rationale for pay ranges (85%)
Provides incorrect pay ranges
for some pay grades or does
not include rationale (55%)
Does not provide pay ranges
for pay grades and does not
provide rationale (0%)
7
Pay Mix Meets “Proficient” criteria and
supports rationale with outside
resources (100%)
Provides logical pay mix for
each pay grade illustrated in a
pie chart and provides
rationale for pay mix (85%)
Provides logical pay mix for
some pay grades or pay grades
are not in a pie chart or does
not include rationale (55%)
Does not provide pay mix for
pay grades in a pie chart and
does not provide rationale (0%)
7
Articulation of
Response
Submission is free of errors
related to grammar, spelling,
syntax, organization, citations,
and is presented in a
professional and easy to read
format (100%)
Submission has no major errors
related to grammar, spelling,
syntax, organization, or
citations (85%)
Submission has major errors
related to grammar, spelling,
syntax, organization, or
citations that negatively impact
readability and articulation of
main ideas (55%)
Submission has critical errors
related to grammar, spelling,
syntax, organization, or
citations that prevent
understanding of ideas (0%)
8
Total 100%

Hire a competent writer to help you with

OL 325 Final Project Guidelines and Rubric

troublesome homework