...2009 Compensation & Benefits Survey Questionnaire Any systematic approach to sound salary and benefits administration requires complete, accurate and reliable survey data. It is your reporting that counts. Please complete this compensation and benefits questionnaire and return it by July 31, 2009, so that we may in turn provide you with the most reliable data possible. This survey is also offered online here: http://www.hrsource.org/olstart/olsite/index.cfm. Your userID/password are supplied on the cover letter included with this mailing, or call or email us to have it sent again. Please Print: (This information will remain confidential and will not be re-distributed to any third parties.) Completed by: __________________________________________________ Organization: _____________________________________________________ Phone: ______________________________________________ Email: _________________________________________________________ INSTRUCTIONS To make this survey the greatest value to you and to all other participants, please follow these instructions carefully: QUESTIONS 2 & 3: Please provide information for these two questions based on your location. This information is used to present data in different formats in the results. PAY PERIOD: Report salaries for the pay period nearest to July 1, 2009. REPORTING PAY: Base rates are defined as actual straight time pay. Do not include overtime premiums, shift differentials, bonuses or any other incentives or variable...
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...Strategic Marketing Dr. Pica-Branco November 16, 2011 1. Describe the selection process you would use to make the most cost –effective and employee-friendly decision. One major objective of the new health reform law – the Patient Protection and Affordable Care Act (PPACA) is to ensure that the health insurance providers are regulated from driving up the cost of health insurance benefits. PPACA is supposed to allow families and businesses to choose the health coverage that is flexible and affordable. This new law applies to all health insurance plans. For example, in June 2010, the Department of Health and Human Services, Labor and the Treasury issued guidelines to enforce PPACA-which permitted children with pre-existing conditions gain coverage, and keep it, protect all Americans’ choice of doctors, and lifetime limits on care consumers may receive. (www.healthreform.gov). In order to select an employee benefit package for our company that is consistent with our current budget, cost-efficient and employee-friendly, our organization will conduct a comprehensive evaluation of the current benefit plan. Internally, our organization will review the current benefit plan and the need to maintain or purchase another plan that will be in line with our budget, cost efficiency and employee-friendliness. Additionally, the...
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...Change and Culture Case Study II Maria Ricks-Bailey HCS/514 August 22, 2011 Albert Hart Change and Culture Case Study II Madison Regional Medical Center (MRMC) and Richmond Community Hospital (RCH) merged and became Richmond Community Health System (RCHS). The new administration has initiated a significant reduction in force and tasked management to redesign patient care delivery; this includes the introduction of universal workers. A committee developed to assist in this process recommends transforming RCHS into a learning organization to encourage workers to adapt and excel despite the changes. After presenting past studies where this model failed when implemented in other organizations, administration charged management with making redesign and universal workers a success at RCHS. This task brings about many challenges: how does management begin the process of redesign? What work processes and performance expectations must be considered once the design is completed? What structures will management put into place to turn RCHS into a true learning organization? Additionally, what plans will be necessary to control the intra-organizational and inter-organizational communications that must occur to implement the job redesign changes? Finally, how can management ensure individual job satisfaction for the universal worker position? Implementation of Job Redesign The RCHS senior management team decided to redesign the job of nurses...
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...Job Satisfaction Survey Encourage an effective workforce with job satisfaction surveys. Support a happy, productive workplace by using surveys to ask about employee satisfaction and employee engagement. Do your employees feel their work is meaningful and their objectives clear? What motivates them to do their best work? Job satisfaction surveys help you make a meaningful connection between employees’ criteria for job satisfaction and your business goals, so you can engage your workforce in a truly satisfying way. Create a Job Satisfaction Survey → SurveyMonkey makes it easy to learn from your employees. Create a custom job satisfaction survey, or get a jumpstart with an employee satisfaction survey template from our expert methodologists. We’ll even help you collect answers and analyze the results. Please note: Some survey templates are only available in English. How to Use Job Satisfaction Surveys What is the top reason employees stay with an organization? Studies have shown they stay for “exciting work and challenge.” To keep your employees excited, poll them to understand whether they’re happy with their jobs – and what it takes to ensure that they are. Learn more about: Job satisfaction. There’s a direct relationship between overall employee morale and employee job satisfaction, and surveys can help you see it. Ask your employees: “How meaningful is your work?” and “How challenging is your job?” Or: “In a typical week, how often do you feel stressed at...
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...Needs Analysis Training and Development HR 592 Introduction The purpose of the survey is to give the employee the opportunity to provide opinions on where Solar Turbines Inc. should focus their attention in order to improve the climate and productivity of the Test Department. The survey was complete and analyzed, the results will be used to improve in areas of training and development. The results of the assessment was analyzed by our human resource department, the two student from Keller School of Management and will be shared with the members of the organization shortly after a training package is put in place. Organization Business Solar Turbines, Inc. a Caterpillar Company and the maker of Gas Turbine engines and compressor units have been making gas turbines engines and compressors units for more than eight decades. These units are primarily used for applications such as electrical power generation, and transporting natural gas and oil in big company pipelines. Organization Goals At Solar Turbines, our goals include: people, which speaks to attracting and developing the best talent; customer, which speaks to taking pride in helping our customers succeed; and stockholders whom we deliver superior returns. We refer to these goals in our “Vision 2020” statement. In this vision statement we combine Strategic notions of Superior results, Global Leader, Best Team and customer focus, deep expertise, competitive cost, valued products and services, and...
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...results of the first survey conducted questionable. In the first survey she found that awkwardly worded question plagued the survey. . The numbers of errors the occurred when keying data led to a reduced accuracy in the results. She also discovered that she needed to pertest the survey better and this will reduce the error in the future. Debbie created a second enhanced survey effort that was better planned and marketed. Barbara Tucker, general manager of BIMS at the Douglas Medical Center approved the request, while the rest of the top management team was dissatisfied. During the second trails Debbie, passed it around to the senior management team, asking for their input to insure that the survey was complete this time around. While the senior team review it, many suggestion were made as well as adding new items. These suggested changes Debbie added into the survey design. Before offering the test to all employees, Debbie offered it to five craft workers to voluntarily take the pertest. These five were all on medical leave, so they were able to comfortably conduct the review. Debbie suggested interviewing the employees who’s already left the business by asking them “why?” Debbie’s goal was to use the data to create a regression statement that could be used to foresee future resignations. Combine finding When going over some of the issues that rose in the survey the first time of the BIMS, we can see that some changes were administered added to the second survey. The main problem...
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...This consisted of revamping the Org chart to add the new employees, creating important interview questions for hiring new employees, and setting standards for each department. Along with these tasks, there was also creating a purpose for the department which is one of the most vital tasks of this project, without a purpose what is the department there to do? Description of the functional area and purpose statement. Human Resource As the Human Resource Department we strive to ensure that the Atha Corporation is run at the highest integrity while serving to develop standards and guidelines in order to keep the highest company and employee satisfaction. This purpose statement shows the drive and capabilities of our department by giving a brief description while promoting our high ethical standards and our strive to reach company and employee satisfaction. This proposes a well-rounded...
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...What is HR consultancy firm- A Human Resource consultant not only concentrates of compliance issues and following best practices, but will also assist in employee programs and training and development. National PEO, for example, provides Human Resource services ranging from employee handbooks to compensation analysis. Professional Employer Organizations (PEO) has the staff and expertise to make business run more efficiently. They have special tax rules that company needs to utilize. Their employers are trained in the special needs that an HR consultancy business have. For example, Axis consultancy firm of bd have detailed knowledge pertaining to that community and its trends. It’s best to have a consultant that can take care of your local (city) needs along with whatever the state may require. Most major cities and even a few small metropolitan communities have Human Resource consulting firms. Knowledge or rules, laws and regulations are not the only things PEOs offer. Human Resource consulting needs are certain differ from business to business and city to city. They also provide any sort of service for employ’s background and other record checking. To recapitulate in short, whatever your particular business needs may be a reliable professional employer organization can be the key to your business running more efficiently and with a higher profit margin Arizona, Tuscon, Phonix, Las vegas are the most renowned international HR firm. Locally we have some renowned HR firms...
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...the case of a logistics company called AZE that has an important employee satisfaction problem. Most of their employees leave during their first year and most of them say that they are not satisfied with their overall job and environment. The objective of this task would be to find what are the reasons that cause this highly depreciated rate. 1. d) Create a plan for the collection of primary and secondary data for a given business problem. They are two types of sources that can be used when conducting a research: Primary and Secondary. Primary sources give first-hand results that are provided by a research or study directed specifically for the case in question. Secondary sources usually interpretation or an analysis of a primary source. In the case of AZE, the usual sequence would be to start by searching for potential reasons for the low employee satisfaction, in other words secondary sources to reduce the range of possibilities. Internet and Books are usually the best secondary sources to start the search. The next step for AZE would be to focus on primary sources that provide more accurate and relevant information. AZE has already identified the main problem by interviewing the employees that actually left the firm. After acknowledging the employee satisfaction issue, AZE has to conduct a survey that will give them a closer insight on the reasons why the employees are not satisfied. The survey will provide AZE with relevant information that will help find solutions...
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... HR manager of BIMS, had several flaws that made the majority of the result for the first survey questionable. She found out that some question should not ask, and other questions were worded awkwardly. The numbers of errors the happened when keying data led to a reduced accuracy in the results. In future Debbie will pretest the sample instrument before issuing it to workforce. Debbie created a second improved survey effort that was better planned and marketed. Barbara Tucker, general manager of BIMS at the Douglas Medical Center approved the request, while the rest of the top management team was disappointed. In the second survey Debbie circulated it among the senior management team, inviting each person to be sure the survey completed. In the individual work a number of suggestions made as well as adding new items. These changes were included in the survey design. Debbie solicited five craft workers to voluntarily pretest it. These five were all on noncritical medical leave, so they were able to comfortably conduct the review. Debbie suggested interviewing the employees who’s already left the organization by asking them “why?” Debbie’s goal was to use the data to create a regression statement that could be used to predict future resignations. Combine finding Going over the issues that rose in part two of the BIMS, we can see that some changes were administered on the second survey. The main issue was the increase of the annual rate of turnover to above the normal expected...
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...performing well to do better and those that are working hard to work harder. It is critical that a good compensation strategy be developed and put in place so that companies have a fair process of rewarding each employee for their hard work and determination. “The most effective compensation strategy is one that develops a clear link between the following components: job description, performance evaluation, external salary survey, and internal salary comparison,” (assignment instructions). The position selected for this paper is Human Resource management but first let the discussion focus on the three links mentioned previously. The job description is where potential candidates learn the expectations of the inquired position such as general tasks, functions, and responsibilities. It can also include the position point of contact, specifications such as qualifications or skills needed, or a salary range. It affects the performance evaluation by supplying the manager with that individual’s job description to ensure that, that employee is accomplishing his/her required tasks or if he/she has exceeded those tasks. A company’s “compensation must be competitive with the market,” (Weinberger, T., 1984). A job description helps companies when they are accomplishing external salary surveys...
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...HRD 313: Program and Organizational Evaluation Program Evaluation Plan Paper RTF Employee Morale March 8, 2011 Written By: Michelle Mogg Esther Kim Biyu Zhu Mohammed Benjebreen Ariel Van Der Bogart II. Design and Sampling We will be using the responsive evaluation model as this approach hones in on the stakeholders’ key reactions and responses to the program that is being evaluated. A responsive evaluation is ideal for this evaluation because since it allows us to utilize both quantitative and qualitative collection methods. Through this evaluation method, we can take into consideration the stakeholders’ suggestions and determine if there are any changes that can, should and will be implemented. In conducting a responsive evaluation, the evaluator must talk with the participants involved, identify the program’s issues, and then collect the data while conceptualizing the participants concerns. The main question we should ask when using this approach is, “What does the program look like to different people?” The answers we will receive will vary, but this is expected because it will give sufficient feedback when evaluating the data. This approach fits well with our design because we are asking the employees to provide us with their issues and concerns as to why they lack morale and job satisfaction. Their feedback can then help us determine if there are any common correlations and themes. In addition, asking employees to provide their insights and letting them...
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...workers in the same geographic areas and in the same industry…” (Henderson) I would conduct a survey to determine how Doiturself Home Improvement Supply Store’s compensation and benefits package compares to similar companies. Once it has been determined that a survey is needed, I would determine the scope of the survey. I would ask the following types of questions: a. In what divisions are we having the highest turnover? b. “Where is worker dissatisfaction centered?” (Henderson) c. “Where does it appear that market rates outweigh internal rate relationships?” (Henderson) d. “Where is market competition for particular skills or exotic talents most fierce?” (Henderson) Once the scope of the survey has been determined, it would be time to prepare for the survey. Part of the preparation would include development, implementation and analysis; classification of job or occupation; pay structure; identification of the labor market; influence of competing organizations, selection of respondents; cooperation of respondents; kinds of data to be collected; maintenance of confidentiality; and compliance with legislative mandates. (Henderson) At this point it is time to determine what type of data collection will be used: telephone; mailed questionnaire; online; face-to-face interview; and/or group conferences. “After deciding on the techniques to be used for collecting survey data, the next problem is to determine the best method for...
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...Business Intelligence Applications ............................... 7 The Foundation: OBIEE 11g .......................................................... 8 HR Analytics Subject Areas ........................................................... 9 A Case Story ................................................................................... 15 Benefits and ROI ............................................................................. 17 The Value of a Pre-Built Solution ................................................. 17 Business Value Adds Up ............................................................. 17 Maximizing Success – Next Steps ................................................... 19 Conclusion ...................................................................................... 20 The Business Need for Improved HR Analytics As worldwide economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times. Employee salaries make up close to half of many organizations’ operating expenses and can be even higher in some industries such as financial services, so the contribution of the workforce to organization success is perhaps the most important lever to competitive advantage. In fact, the challenge of containing...
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...The quality of employee performance begins with the quality of the hire. companies that define consistent processes and metrics around quality of hire will benefit from a sharp competitive edge in the future. Cost of a Bad Hire The risks and potential losses from making a poor quality hire stem from poor productivity and a reduced quality of output. Poor quality hires may result in poor customer service, which leads to revenue loss and even loss of market share. A workforce with a lower overall quality of worker takes longer to bring products to market, resulting in lost competitive advantage. The cost of goods sold is also higher, as the company has to contend with lower productivity Having made the wrong hiring decision, a company may seek to cut its ongoing losses by replacing the worker. Replacement costs, including sourcing costs, administrative and processing costs, and lost productivity for the hiring manager, all become part of the cost of a bad hire. The cost of a bad hire for a software engineer can exceed mil- lions of dollars, while the wrong choice of a CEO may result in the loss of billions of dollars of shareholder value. Bad hires produce damaging results that can be calculated as the sum of these direct and indirect costs: Productivity loss Loss of customers Loss of brand equity Legal liability Separation costs Replacement costs How to measure QOH Measuring quality of hire amounts to measuring how the candidate varies from pre-hire requirements...
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