MGT 511 Advanced Topics in HRM – All SLPs With Sample Answers

Module 1 SLP – Time for Change in Pay Plans?

You are a newly hired HR professional now working for Jeans Inc. Jeans does not have a formal wage structure or rate ranges and does not use compensable factors. Wages are basically set on prevailing wages in surrounding communities coupled with some attempt for internal equity among workers.
Jeans does not participate in formal pay surveys. Instead, the administrative assistant routinely looks over online job openings and conducts informal surveys among her friends in local organizations. Jeans has always followed a policy of paying employees about 10% above what the assistant determines are the prevailing rates. She thinks this reduces turnover and fosters employee loyalty. The practice is to pay men about 20% more than women for the same job. The assistant explains, “When we hire males, they have families, and they are stronger and can work harder for longer hours.”
Answer the following four questions below. Use question-and-answer (Q&A) format; in other words, include the original question along with your response. Within your answer, support your responses with information from at least 2 reputable sources (library and/or Web-based), and provide the full citation at the end. Use APA format for your references. Share your own personal experiences, readings, and research, where applicable.

1. Compare and contrast two job evaluation methods discussed in this module. Which method (if any) do you recommend for Jeans Inc.? Why?
2. Should Jeans Inc. set up a formal salary structure based on a complete job evaluation? Why or why not?
3. Is the policy of paying 10% more than the prevailing rates a sound one? If so, how could it be determined? If not, what do you recommend?
4. What would you do now with respect to a pay plan process at Jeans Inc.? Why?

Module 2 SLP – Employee Benefits

1.  Give an overview of what each offers for employees.
2. Which of these are most critical for employees? Why?
3. Which carries the highest cost for employers? For the public? Discuss.

Module 3 SLP – Employee Benefits

You have been asked to give a 10-minute presentation to a college’s undergraduate HRM class. You have decided to use the following case scenario to spearhead the discussion.

An Attractive Benefits Package?

Susan greeted Beutan, her next interview applicant. Beutan had an excellent academic record and appeared to be just the kind of person Susan’s company, Jones Investments, was seeking in an investments technician. Susan is the staffing specialist for Jones and had already interviewed two individuals for the position.

Based on the application form, Beutan appeared to be the most promising candidate to be interviewed that day. From his past experience it looked as if he could be in his mid-forties. His address showed that he lived 45 miles away from the Jones facility. The application stated that Beutan achieved a 3.7 GPA in his master’s courses, with a 4.0 in his major field of finance. He achieved his degree a year ago by working during the day and attending classes at night. Beutan was not only treasurer of his district’s financial planning association but also served as volunteer on the high school’s financial advising committee. The recommendation letters in Beutan’s file revealed that he was both active socially and a rather intense and serious student. One of the letters from Beutan’s full-time employer of four years boasted a notable work ethic.

Beutan was laid off due to a cutback in business and was looking again for full-time work.

Susan knew that discussion of benefits could be an important part of the recruiting interview. But she did not know which aspects of Jones’ benefits program would appeal most to Beutan. The company has an excellent profit-sharing plan, although 80% of profits distributions are deferred and included in each employee’s retirement account. Health benefits are also good. It also has long-term care insurance but no short-term care. The company’s medical and dental plan pays a significant portion of costs. A company lunchroom provides meals at prices about 65% less than outside prices. Employees get one week of paid vacation after the first year and two weeks after two years with the company. Five days are provided each year for sick leave. In addition, there are 7 paid holidays each year. Finally, the company encourages advanced education, paying for tuition and supplies for courses directly related to an employee’s job. Under certain circumstances, employees are allowed time off to attend classes during the day. Jones also provides a 50% daycare discount for employees with young children.

After you have read the above situation carefully, respond to the following questions in a slide presentation of about 10 slides.

• What aspects of the Jones Investments benefits program are likely to appeal to Beutan? Explain.
• What aspects of the Jones benefit package would likely be the least appealing to Beutan? Discuss.
• In today’s work environment, what other benefits offered by employers might be attractive to Beutan? Why? Share examples of best-practice benefits offered by employers (discussing at least two employers by name).

Module 4 SLP – Total Rewards In Practice

Address the following questions in a question-and-answer format; that is, state the question and then answer it in detail.
The Background readings for this module explore the premise of how contingent workers, who have become a key foundation of the U.S. workforce, are compensated. In this assignment, compare and contrast the various aspects of how contingent workers are compensated compared with conventional workers. As you undertake this comparative analysis, address the following:

• How does the employment of contingent employees affect an organization’s business, its HRM responsibilities, its overall costs, and its organizational culture?
• In your educated opinion, should the compensation of contingent workers be the same (on a pro-rated basis) as conventional, full-time employees doing the same work? Discuss, bringing in both the strengths and challenges this approach presents.
• How would you, as the CEO of the company, create a sense of engagement with the infusion of contingent workers in a workplace that historically consisted of conventional, full-time employees?

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