Staffing and Compensation Plan
Develop a high level staffing and compensation plan (4-5 pgs) The plan should contain an introduction and conclusion that make relevant connections to course
objectives. The body of the plan is an annotated presentation of the concepts listed in your Scenario Generator Report.
The purpose of this assignment is to simulate the thought process that managers use when planning for staffing and compensating employees. The students are not
expected to produce a detailed proposal. Rather, the expectation is that students demonstrate consideration of the multiple complexities involved in staffing and
compensation.
Access the “Deliverables” section of the Staffing and Compensation Plan within your Scenario Generator Report. Your Scenario Generator Report provides the context for
the plan which should:
Discuss the staffing needs of your organization.
Thoughtfully discuss each listed item (two to three fully developed sentences per item).
Create at least 1 graph
Site all references
While APA format is not required for the body of this assignment, solid academic writing is expected.
GRAND CANYON UNIVERSITY SCENARIO GENERATOR
Module 7: Course project
Type: Family Business
Size: Large Corporation
Sector: Computer Repair
Funding: Revenues based
Stakeholders:
Customers
Decision makers:
Owners
Formal organization:
LLC
Human Resources Department:
Pay-for service arrangement: PEO
Stage in Organizational Lifecycle:
Revival
THESE ARE THE GIVEN CONSTRAINTS:
ORGANIZATIONAL BACKGROUND:
Founded in: 1929
Dedicated to: The company thrives to provide the best possible
experience to all of its business partners and clients.
Culture Our culture is akin to that of a small family. All our
employees are partners in the business, share our success, and help us
sustain the core values that make us successful.
Structure: Our organization is very flat and consists of three tiers:
owners, managers, and non-manager employees.
Mission statement: To ensure that each customer receives prompt,
professional, friendly, and courteous service. To maintain a
professional and friendly environment for our cusotmers and staff. To
provide at a fair price using only quality components. To ensure that
all customers and staff are treated with the respect and dignity they
deserve. To thank each customer for the opportunity to serve them. By
maintaining these objectives we shall be assured of a fair profit that
will allow us to contribute to the community we serve.
Vision statement: Within the next five years, we will become a leading
provider of products and services to small businesses by providing
page 1 / 5
customizable, user-friendly solutions scaled to small business needs.
INTEGRITY: By dealing honestly with our clients, staff, vendors and
community.
RESPONSIBILITY: By considering the environment in which we do
business, community views and the common good.
PROFITABILITY: By being aware that an appropriate level of profit is
necessary to maintain our business and allow our values to continue to
be observed.
Values statement: In conducting our business, we will realize our
vision by performing our affairs so that our actions provide
confirmation of the high value we place on:
Present goals: To reduce delivery and distribution time of products
and services. To reduce the number and frequency of customer
complaints, and to improve the response time of customers inquiries.
Past goals: To reduce employee turnover by 20 percent by introducing a
new employee assistance program. To improve productivity by
implementing a company-wide training program. To actively recruit
skilled workers into the organization.
Brief SWOT analysis:
Strengths:
Positive cash flow
Loyal customers
Good business reputation
Weaknesses:
Experienced management approaching retirement
Insufficiently diversified revenue streams
Products and/or services have not been updated for a long time
High quality is offered at too high of a price
Opportunities:
Improving economic outlook
International expansion via Internet business
Threats:
Changing demographics
Unproven relationship between government and private sector
Expected increases in tenured employees compensation
FEEDBACK:
Customer feedback:
Negative comments:19
Positive comments:76
Issue resolution:9
Reachability:6
Cancellation:7
Friendliness:8
page 2 / 5
Product knowledge:6
Overall:6.1
Employee feedback:
Negative comments:82
Positive comments:65
Negative comments:82
Positive comments:65
Issue resolution:2
Reachability:9
Cancellation:0
Friendliness:3
Product knowledge:5
Overall:3.2
RESEARCH USING LibGuides:
Generic http://libguides.gcu.edu
Specific http://libguides.gcu.edu
REFLECT ON:
Question 1: Do organizational goals support the mission, vision, and
values statements?
Question 2: Does the organizational structure support the strategic
plan for the organization, communication, decision making, customer
service, employee engagement and satisfaction, and cross department
interaction?
Question 3: Are there apparent gaps in skills, talent, or diversity
in the leadership team or staff?
Question 4: From a review of the information provided, what areas
are in need of further development?
DELIVERABLES:
PART 1: Strategic HRM Proposal
This assignment is about both the design and execution of human
resources management strategies. Create a report that addresses
systematically and strategically the aspects of managing the
organization’s human assets, and what really needs to be done to
implement these policies. Write from the perspective of a manager who
makes a proposal to the company management. Address the human
resources topics outlined below, from a strategic perspective.
Short-term and long-term unit goals (SMART format):
— Specific: What will be accomplished? What actions will you take?
— Measurable: What data will measure the goal? (How much? How many?
How well?)
— Achievable: Is the goal doable? Do you have the necessary skills
and resources?
— Relevant: How does the goal align with broader goals? Why is the
result important?
— Time-based: What is the time frame for accomplishing the goal?
Unit organizational development strategies, addressing:
— Objectives
page 3 / 5
— Approach
— Expected benefits
— Strategic focus
— Milestones in the organizational development roadmap
PART 2: Hiring Plan and Compensation Package Proposal
In this assignment you will consider strategic issues in staffing,
succession, compensation, and diversity management. Assume the role of
a manager within your chosen organization and create a report to the
management team, which addresses the most critical aspects of hiring
and succession in the organization. Address all the topics outlined
below.
Describe the main components of the hiring/succession plan (manager’s
role) addressing:
— Candidates evaluation
— Training
— Key positions
— Access to records
— Interest assessment
Describe the main components of the recruitment plan (HR role)
including the following sections:
— Needs assessment
— General and specific recruitment
— Goals, strategy, and action steps
— Methods of recruitment
— Budget (summary of main items)
— Recruitement resources
— New employee orientation and training
Describe the main components of the compensation plan: salary study
and incentive plan (compensation committee role), addressing
— The compensation philosophy
— Pay policy regarding hiring, promotion, and merit
— Pay range alignment with external market analysis
— Communication of pay policies to employees
— Consistency
Describe the main components of the diversity management policy,
addressing:
— Recognition and respect for the individual differences
— Maintaining a positive workplace environment
PART 3: Performance Management Cycle
In this assignment, you will address the performance management cycle
(PMC). Effective performance management aligns the efforts of
supervisors and employees with organizational objectives, promotes
consistency in performance assessments, and motivates employees.
Assume the role of a manager within your chosen organization and
create a PMC plan that addresses management by objectives, individual
development plan, training, feedback, and salary administration.
Address the topics below in the context of your chosen organization.
page 4 / 5
Management by Objectives(MBO) plan (cascade goals from unit to
individual), including:
— Institutional goals
— Individual goals
— Periodic performance reviews
— End-of-year appraisal sessions
Individual development plans (IDP for one employee of your choice),
including:
— Position description
— Unit organizational chart
— Employee career goal
— Supervisor expectations
— Outcomes/Results from previous IDP year
— Timelines and milestones for next IDP year
— Employee comments
Unit training and development needs, addressing:
— Goals and objectives
— Timeline
— Budget
Feedback (for two employees — one performing and one struggling),
addressing:
— Performance metrics (3-5)
— Type of review (formal, informal) and frequency
— Objective of review/feedback (e.g., motivation, compensation,
promotion, disciplinary, etc.)
Short description of possible corrective actions
Short description of possible recognitions and rewards
Promotion/succession planning activities
Evaluation and salary administration, addressing:
— A review of salaries across the organization
— Starting salaries and progression
PART 4: Reflective Summary of Strategic HRM
— Write a reflective summary (750 to 1000 words). Consider your
Scenario Generator Report and the previous three assignments. Assume
the role of a unit manager who is evaluating the last year and looking
ahead to the next year.
— Connect your experience with the assignments to the course
objectives.
— Synthesize the various elements of your Scenario Generator Report
and the previous three assignments in a manner that demonstrates
mastery of essential concepts and principles.
— Include any recommendations you have for increasing organizational
effectiveness, discuss sucesses and areas of improvemenet.
— Your paper should demonstrate critical and creative thinking.
Powered by TCPDF (www.tcpdf.org)
page 5 / 5
