...Compensation and Benefit Strategies HRM/531 Compensation and Benefit Strategies In the development of a compensation and benefit strategy for Clapton Commercial Construction, the Atwood and Allen Consulting firm will research multiple factors, and provide a comprehensive recommendation proposal to the firm. The proposal includes the development of clear job descriptions and employee performance plans, a local market evaluation, market position, performance incentives, and laws pertaining to Arizona compensation, as the construction company is expanding the operation in the near future. The Clapton Company requests the recommendations allow the company to remain comparable to other Arizona construction firms and meet the parameters of their annual net revenue of $10,000,000. The primary goal of the package is to provide a fair yet competitive pay structure to employees while maintaining the financial standing of the firm. Market Evaluation With more than 35 billion dollars in post-bid commercial construction projects currently underway in Arizona, the construction market is likely to continue to remain quite competitive (Reed Construction Data, 2013). “Nationwide, the construction industry stood at 5.83 million workers in October, up 3.3 percent year-over-year. That also was up by 11,000 from September, marking the fifth consecutive month of job gains, making the industry competitive at best” (Hansen, 2013, p. 1). Although the market is robust in the state, Arizona...
Words: 592 - Pages: 3
...Clapton Commercial Construction is currently located in Detroit, Michigan and planning to expand its business in Arizona. The company has net revenue $10,000,000 and expected to stay the same revenue growth at -3 % at least for the first year. They have 650 employees and add additional 130 employees to a new office in Arizona. The company’s turnover rate is at 20% and they try to remain at the same rate after expansion in Arizona. Our team will provide them with a performance management to achieve their business success into the Arizona market. Business Objectives The first step for performance management is the business strategy. Managers and employees need to define their goals and set them up with the mutual goals. The process of establishing the strategy must be a collaborative work between managers and employees. Once establishing the strategy, the company should focus on the goal. There is main task of a performance management for Clapton Commercial Construction. • Reduce turnover rate by 10% within the first of the fiscal year. Due to expanding to Arizona, it might be difficult for managers and employees in Detroit, Michigan to follow up their new strategy. There will be new 130 employees in Arizona and the company makes sure to help them fit in the company’s frame and philosophy. This process will be accomplished by temporary or permanent transferring employees from Detroit HQ who provides high efficient training, job performance and company’s culture. In addition...
Words: 701 - Pages: 3
...Learning Team Reflection In this week assignment Team A will discuss how we plan to help Clapton Commercial Construction expand their operation from a single location to multiple. Clapton Commercial Construction will expand to Arizona while currently operating solely in Detroit, MI. Employing 650 employees the Clapton Commercial Construction falls into the medium size business with a plan to add 20 percent workforce in the new state. Our team will work to address employment laws to ensure Human Resources are running compliance. Generally the principles and strategies to operate any size business will be fairly similar. The differences will depend on the type of business. A medium sized company is considered as a company with less than 500 employees. Medium sized companies are fairly successful. It is said that their size can enable them to do things better. For example their relatively larger size compared with small companies provides them with deeper pockets for dealing with difficulties, funding innovation and hiring key talent. And their smaller size compared with larger companies makes them more agile, puts them in closer contact with customers and enables them to retain a bit of that entrepreneurial spirit (Sniderman2012). There are several principles that can be used to apply to our business and others businesses. The first principle used to operate our medium sized business is known as the follow up and follow through principle. This principle is ideal...
Words: 1191 - Pages: 5
...marketing flyer which outlines the key offerings at XYZ Construction INC. This flyer will be used to educate potential customers on the services offered by the firm. Who is XYZ Construction XYZ Construction, Inc. is a privately owned company founded in the 1950s. The owners have decided to transform the business from one of private ownership to public ownership and plans for its Initial Public Offering (IPO) to be in 12 months. XYZ Construction, Inc. performs horizontal construction work including roads, airfields, and bridges. The company’s headquarters is in Denver Colorado and has 16 field offices located in 11 states (Silver, 2012). Products and Services XYZ Construction, INC provides horizontal construction work including roads, airfields, and bridges. The company has a workforce which includes heavy and light equipment operators, civil engineers, and project managers along with an administrative staff in the headquarters facility with support staff in each of the 16 field offices (Silver, 2012). Marketing Strategy Construction companies market themselves effectively differentiate their services from the competition and stand a much better chance of driving qualified new business (Hernandez, 2008). The result should be an increase growth in a field that suits your company’s specific sales goals and identity (Hernandez, 2008). In short, the flyer should outline the marketing strategies for XYZ Construction Company and how they will develop a particular specialty...
Words: 1595 - Pages: 7
...Human Resource Management for ABC Company Abstract To determine the current and future organizational needs in human resources, a specific approach must be employed. Such approach is the human resources plan that includes the aspects associated with the workforce and provides a strategy that maximizes the employees’ contribution to organizational objectives. Planning for human resources needs will help to ensure that the workforce possesses the competencies the business needs to succeed. Underachievement or insufficient expertise can be a result of workplace failures and improper hiring process. Therefore, it is important to invest efforts into human resources planning. The present paper provides an example of the human resource plan for ABC Company, which specializes in providing management and subcontract workers on various projects globally. Specifically, the plan consists of organizational structure, description of competitors, work culture, factors needed for success, communication, compensation of employees, recruitment, performance management, and training. These areas should provide comprehensive information about the significance and purposes of the human resource plan in international organizations. Human Resource Management for ABC Company Human Resources (HR) plan is a strategic and systematic method of managing people in a way that maximizes their contribution to company’s goals. It involves all management decisions...
Words: 2087 - Pages: 9
...[pic] NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Student: John M.Kaykay THIS FORM MUST BE COMPLETELY FILLED IN Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example: | KaykayJSKS7000-8-5 | Save a copy of your assignments: You may need to re-submit an assignment at your instructor’s request. Make sure you save your files in accessible location. Academic integrity: All work submitted in each course must be your own original work. This includes all assignments, exams, term papers, and other projects required by your instructor. Knowingly submitting another person’s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. | | | |SKS7000-8 |Dr. Milton Kabia ...
Words: 1895 - Pages: 8
...MULTI-SKILLING BARRIERS IN THE CONSTRUCTION INDUSTRY IN NORTH-WESTERN NIGERIA Nasiru Adamu1, Mohammed Hassan Nensok2 and Adefemi Aka3 Department of Quantity Surveying, Waziri Umaru Federal Polytechnic, Birnin Kebbi. Nigeria Department of Building, Waziri Umaru Federal Polytechnic, Birnin Kebbi, Nigeria The need to improve productivity and cost effectiveness has made some companies to adopt a multi-skilling labour strategy where workers can work across their traditional occupational boundaries. The study assessed the problems and barriers of multiskilling using a cross-sectional survey of construction workers in some selected cities in north-western Nigeria. Descriptive statistics was used in the analysis. Results show that lack of training and limit on human skill retention by workers are among the major barriers of multi-skilling. It was concluded that multi-skilling can lead to improved productivity and cost effectiveness if these barriers are minimised. It was recommended that construction companies should provide adequate training for their workers so that they can be multi-skilled. Keywords: construction industry, multi-skilling, productivity INTRODUCTION Two of the most critical challenges facing the construction industry are the limited availability of skilled labour and the increasing need for productivity and cost effectiveness (Hegazy et al. 2000). One potential solution already being used by some companies is multiskilling (Dada and Ekpe, 2006). It is argued...
Words: 7383 - Pages: 30
...functions. Joint Stock Company BT20 is established in 28/03/2012. The company operates in road construction areas. The company is implementing a restoration, renovation National Highway 20 project in Vietnam, Required main tasks of company are: clearance and compensation, the basic construction work, mine clearance, leveling, construction of roads, drainage and wastewater treatment systems, trees, power supply system. As well as any other investment, construction investment is likely to encounter risks to be inefficient investment as originally planned. Type of risks | Sub risk | Sub-Sub risk | Financial | Cost increases | Unreasonable Estimated costs.Weak Project Management | Natural | Unfavorable weather | - Raining- Storm | | Disaster | - Blood- Earthquake- Flooding | Safety | Accident in construction site | - Delay the construction- Reducing on reputant of company. | Time | Project duration is extended | - Cost for material increase- Lack of employee’s skills- Wrong estimate on cost- Lack of skill on project management. | 1. RISK IDENTIFICATION The effectiveness of the project is determined by three factors that are quality, cost and time (Saladis and Kerzner 2011). For the before and during the construction of NH20, the cost is considered to be one of the serious issues because it contains a lot of different risks and one of the major risk is increased construction costs of the project. The cost of the project is forecasted at the beginning of project...
Words: 4121 - Pages: 17
...Compensation and Benefits Plan Our team has been asked to develop some compensation and benefit recommendations for our client based on their planned expansion to Arizona. The expansion in Arizona will increase the number of employees to 130. Annual revenue is expected to increase the first year to $10,300,000. Currently, there are 41 commercial construction projects in Arizona, and it is recommended the company pursue commercial retail. (Commercial Construction Projects in Arizona, 2013) . The team’s recommendation is based on; market evaluations of similar companies, Arizona pay and benefits laws, and a company structure to create a compensation and benefits strategy. Sundt Construction, a medium sized construction company headquartered in Tempe Arizona, was founded in 1890 by Mauritz Martinsen Sundt. Sundt offers their employees a somewhat generous compensation package which includes not only the basics of retirement and health care, but also added perks such as continuing education (The Sundt Exprience, 2013). Sundt offers a generous health care plan which includes vision care and prescription benefits. Sundt offers several different medical plans to include one plan that has no monthly premium charge (because of employee ownership) for employees and their dependents which is a Preferred Provider Organization (PPO) network. Sundt maintains a wellness where employees receive a $350 credit for health expenses related to improving or maintaining health. Sundt...
Words: 1997 - Pages: 8
...Workers comp assignment 1) What are the goals of workers compensation? --A. provide prompt adequate definite income and medical benefits to accidents that are related to work. B. Reduce court delays, cost and workloads which are arising from personal injury and provide a single remedy. C. Remove private and public problems of money due to uncompensated industrial accidents. D. Eliminate time consuming trials and appeals in the court. E. Eliminate attorney fees involved. F. accident caused is promoted by frank study and reducing accidents, human sufferings etc. G. Employer must abide the compulsory law that accepts and provides the benefits to workers. 2. Explain how you believe Workers Compensation program has helped workers. Though workers compensation insurance is costly for companies, there are some benefits from managing one’s workers compensation program. Explain. --Workers compensation is the insurance since 1900’s in the United States. From the beginning of 19th century as the growth of industries increased and the workers for the industries also increased, so the injuries’ had become more common in the factories where the workers used to deal with the larger machines and were working in hazardous conditions,. so a system was needed to compensate the workers who had suffered from injuries during working hours,. 1> Workers Compensation program has helped workers in relieving there mental stress. 2> This program has made the workers to...
Words: 1090 - Pages: 5
... Harnischfeger was founded in 1884 as a partnership and was incorporated in Wisconsin in 1910 under the name Pawling and Harnischfeger. There were two major segments in this company, Construction Equipment and the Mining and Electrical Equipment divisions and Material Handling Equipment and the Harnischfeger Engineers divisions. Harnischfeger experienced a rapidly growth during the 1970s. However, the worldwide recession in the early 1980s caused a significant drop in demand for the company’s products starting in 1981 and Culminated in a series of events that shook the financial stability of Harnischfeger. (Palepu & Healy, 2013) So the Harnischfeger management decided to make some changes to respond to the financial crisis. Strategy Analysis Rivalry among existing firms Harnischfeger was a leading producer of construction equipment. The company had a dominant share of machinery market. In construction equipment market, Harnischfeger had market shares of about 20% in hydraulic cranes and 30% in lattice boom cranes. In the 1980s the construction equipment industry in general was experiencing declining margins. So the industry growth rate is low. The concentration of the construction equipment industry is quite low. Now there are only about 670 companies in the construction machinery manufacturing industry. The switching costs of this industry is quite high because this field is quite professional and requires quite a lot fixed costs. So it is also difficult...
Words: 1475 - Pages: 6
...Recruitment and Selection Strategies Recommendations HRM/561 March 28, 2016 Recruitment and Selection Strategies Recommendations “Recruitment is a form of contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people” (Cascio, 2013). Atwood and Allen Consulting has been working with Marylee Luther from Clapton Commercial Construction. Mrs. Luther reached out to Atwood and Allen Consulting to help her in organizing an expansion for the company. The business is originally located in Michigan and they are expanding to Arizona. The Arizona location will have a workforce of 20% of the 650 employees at the Michigan location. The information to follow is for Mrs. Luther to use as recommendations for the growth and allow Clapton Commercial Construction to be up to date on employment laws, organizational brand, interviewing tactics, and how they can make the right selection when hiring new employees. Organizational Goals Atwood and Allen Consulting learned that Clapton Construction currently has 650 employees at their Michigan location and are going to add 20% of that to the Arizona location. They have a $10,000,000 in annual net revenue and are expecting the revenue growth after the expansion to be -3%. The turnover rate is expected to remain the same at 20% annually. Not having recognition in the Arizona market, this...
Words: 1624 - Pages: 7
...profitability and growth records in the American economy. Yet, despite operating in a fundamentally troubled industry, during this time period, Nucor enjoyed an annual compounded sales growth rate of 17%, all generated organically. Furthermore, the company’s profit margins were consistently well above industry medians, and average annual return to shareholders exceeded 20% (see Box 1 for a business profile of Nucor Corporation). Nucor achieved this phenomenal and sustained success by excelling at a single task: creating and mobilizing knowledge in order to become, and remain, the most efficient steel producer in the world. It did so by developing and constantly upgrading three competencies that were both strategic and proprietary: plant construction and start-up know-how, manufacturing process know-how, and ability to adopt breakthrough technologies earlier and more effectively than competitors. We present below an analysis of...
Words: 6458 - Pages: 26
...Lesar works and resides to focus the company’s Eastern Hemisphere Growth. The company adheres to the corporate governance code for American listed companies from 1950s. Halliburton's major business segment is the Energy Services Group (ESG). ESG provides technical products and services for petroleum and natural gas exploration and production. Halliburton's former subsidiary, KBR, is a major construction company of refineries, oil fields, pipelines, and chemical plants. Halliburton announced on April 5, 2007 that it had sold the division and severed its corporate relationship with KBR, which had been its contracting, engineering and construction unit as a part of the company for 44 years. Halliburton comprises 13 product service lines (PSLs). The PSLs operate in two divisions: Drilling and Evaluation, and Completion and Production. Our Consulting and Project Management PSL works across both divisions and is the spearhead of our integrated-services strategy. Its financial results are included in the Drilling and Evaluation Division. PSLs are primarily responsible and accountable for strategy, technology development, process development, people development and capital allocation. CORPORATE GOVERNANCE GUIDELINES The Board of Directors has adopted these Guidelines to assist it in the exercise of...
Words: 1046 - Pages: 5
...We have been an integrated provider of plastics solutions since 1978, with company roots that go back to the 1950s. Our mission is to be the leading supplier of extruded, fabricated and installed polymer-based products within the markets we choose to serve. Over the last thirty years, our growth, in terms of size, volume, market share and revenue, has been spectacular. We intend to keep growing aggressively, by developing innovative products and systems, and by investing in new processes and technology. Our vision is to continue to build our business in North America and internationally. As a private company that values its integrity, we differentiate ourselves in the marketplace in a variety of important ways: by producing quality products; providing excellent customer service; rewarding outstanding performance; fostering the well-being and ongoing development of our people; and by maintaining a corporate culture that ensures high ethical standards. Ultimately, our success is based on the quality of our people. We employ highly talented individuals who know our business inside out. We treat our employees and suppliers fairly, and we serve our customers as we would like to be served ourselves. Above all, we know that having quality employees that offer quality products is the way our company will continue to prosper. Thomas Rose President & CEO Quality People, Quality Products Our People Layfield employs over 250 people across Canada and the United States...
Words: 994 - Pages: 4
