...Compensation and Benefit Strategy of an Organization Jane Q. Student DeVry University Professor Dibenedetto June 23, 2013 Abstract: The aim of this paper is to examine the compensation challenges within Owens & Minor and create a compensation strategy that will benefit not only the company, but the employee. With the constant change in today’s business world, to have a competitive advantage makes it difficult for employers to attract and retain the most talented employees. Identifying the company’s compensation strategy ensures the organization offers the right pay and manages the pay increases to retain top talents. When we hear the word compensation we think about compensating an employee for their work performed, but there is much more to compensation and a company’s strategy than what a person is paid. Compensation and benefits, “includes not only salary, but also the direct and indirect rewards and benefits the employee is provided with in return for their contribution to the organization. To determine compensation, organizations should develop a compensation and rewards program that outlines an equitable process for compensating employees” (“Compensation and Benefits,” n.d.). This plan is an extremely important piece of the overall HR approach to keep the company competitive and successful in the global market. Throughout this paper we will discuss the compensation and benefits strategy of the organization and recommendations on how to create a well-structured...
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...Microsoft Business Plan DD Business Plan Executive Summary The mission statement Microsoft has defined for its self is: “to help people and businesses throughout the world realize their full potential.” ("About microsoft,") In addition to aspiring to fulfill their mission statement they also uphold a set of core values. These values are practiced by the employees as well as the company as a whole. Microsoft’s makes the following statement concerning the values they admonish their employees to emulate: “Our values guide our behaviors and must shine through in all our interactions with each other and our stakeholders. Microsoft employees are great people who share the following values: integrity and honesty; passion for customers, partners, and technology; open and respectful with others and dedicated to making them better; willingness to take on big challenges and see them through; self-critical, questioning, and committed to personal excellence and self-improvement; and accountable for commitments, results, and quality to customers, shareholders, partners, and employees.” ("Microsoft standards of," 2010) Microsoft is a multi-billion dollar company currently based in Redmond, WA in the United States of America. It was founded in 1976 by two very young entrepreneurs by the names of William H. Gates III (Bill Gates) and Paul Allen. Both men are natives of Seattle, Washington. Bill Gates was just 19 and Paul Allen was 21 when they first started their venture...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Table of Contents No | Descriptive Topic | Page no | 1 | Introduction | 4 | 2 | Objective | 4 | 3 | Overview of The Company | 5 | 4 | The Significant Recent Events | 6 | 5 | Auditors Report | 8 | 6 | Financial Highlights of Each Company | 9 | 7 | Horizontal Analysis | 10-14 | 8 | Trend Analysis | 15-18 | 9 | Vertical Analysis | 19-20 | 10 | Cash Flow Analysis | 21 | 11 | SWOT Analysis | 23 | 12 | Conclusion & Recommendation | 24 | 13 | References | 25 | 14 | Appendix | 26 | 1. Introduction: Microsoft provides software and services that help people communicate, do their work, be entertained, and manage their personal lives. Over the past 30 years, innovative technology has transformed how we access and share information, changed the way of businesses and institutions operate, and made the world smaller by giving us instant access to people and resources everywhere. Microsoft was founded in 1975 and remains a leader in the wave of innovation that has created so much new opportunity, convenience, and value over the past three decades. Financial statement analysis is an analysis that highlights the important relationship in the financial statements. Financial statement analysis focuses on the evaluation of past performance of the business firm in terms of liquidity, profitability, operational efficiency and growth potentiality. Financial statements analysis includes the method use in assessing and interpreting...
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...Throughout this course, you study a variety of HR issues and learn about the various roles that HR plays in a successfully functioning organization. In order to facilitate your learning in this course, a course project that allows you to research various HR functions at an organization of your choice has been developed. You can then practically apply the information you have learned to the chosen environment. The organization you select should be of interest to you. It can be where you are currently employed, or wish to be employed. It can also be something that interests you (for example, coffee drinkers can select Starbucks). This must be an organization that is researchable as you need to gather and analyze a variety of information in order to complete the components of your project. If you select an organization with which you are currently associated, it is important to remember that the various analyses you make during the completion of your project must be based on facts that can be documented rather than your personal opinion as an employee. Each project component requires you to research a different aspect of HRM. In addition to gathering the requisite data from the organization of your choice, you are required to research and employ a minimum of four resources (per assignment) to support the content of each assignment. Examples of acceptable choices include informational interviews, scholarly journals, and white papers from professional organizations such as...
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...| Syllabus School of Business HRM/319 Version 1 Human Resource Information Systems | Copyright © 2009 by University of Phoenix. All rights reserved. Course Description This course focuses on the interface of the human resource management functions of an organization with computer technology. It identifies issues involved in creating, implementing, and maintaining human resources systems and the benefits of human resources systems. The class explores key topics in depth using computer analysis models to aid in managerial decision areas such as staffing, employee development, position management, total compensation, outsourcing options, and professional development. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ: John...
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...Keep the organization in compliance with legislation and provide protection against employment claims * Document and implement best practices appropriate to the organization * Support consistent treatment of staff, fairness and transparency * Help management to make decisions that are consistent, uniform and predictable * Protect individuals and the organization from the pressures of expediency A policy should include purpose, scope, responsibilities, definitions, questions, effective date, review date and approval. Organizations commonly have written policies in the following areas for code of conduct, confidentiality, conflict of interest, working conditions, attendance, hours of operations, termination, recruitment, compensation, performance management, learning and development, overtime, privacy, employee information, compassionate leave, vacation, sick Leave, unpaid leave, health and safety and workplace Violence Nestlé Nestlé is committed to the following Business Principles in all countries, taking into account local legislation, cultural and religious practices: EMPLOYMENT POLICIES The Corporate Business Principles outline the Company’s commitment to fully endorse and to respect a series of principles and international conventions concerning employee’s rights, the protection of children against child labour and other important issues. Even suppliers and providers of outsourced services are informed of the Corporate Business...
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...Primary Components of Compensation Management By: Desteni Lawhorn HR434 Compensation Management Park University Submitted: April 24, 2011 Too much focus on trends and hot topics. Not enough focus on customizing programs and processes to address real needs. People have programs looking for an application rather than analyzing the issue and then determining what's the best program or process. Too many start at the end and work toward the beginning. Logically they should start at the beginning. -Bruce Ellig Compensation management is more than just remuneration to appeal or retain capable employees, it is the leverage an organization utilizes to obtain, and retain its human capital and provide competitive positions within the organization. Recently, Human Resource departments have focused on the latest compensation trends or are geared toward rewards without merit, relevance or fit. This is a common mistake as compensation management should be focused on primary components of job analysis, pay structure and salary surveys. Human Resource departments must apply these fundamentals in the compensation management system in order to integrate well in an organization. Compensation management affords an organization the ability to reward superior execution and maintain the top employees in a particular field that contribute to the overall success and profitability of an organization. Through utilization of the basic fundamentals, organizations can visibly assess the employee’s...
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...Table of Contents UNITED STATES SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 FORM 10-K x |ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934| For the Fiscal Year Ended June 30, 2011 OR ¨ |TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934| For the Transition Period From to Commission File Number 0-14278 MICROSOFT CORPORATION ||| WASHINGTON| |91-1144442| (STATE OF INCORPORATION)| |(I.R.S. ID)| ONE MICROSOFT WAY, REDMOND, WASHINGTON 98052-6399 (425) 882-8080 www.microsoft.com/investor Securities registered pursuant to Section 12(b) of the Act: COMMON STOCK, $0.00000625 par value per share NASDAQ Securities registered pursuant to Section 12(g) of the Act: NONE Indicate by check mark if the registrant is a well-known seasoned issuer, as defined in Rule 405 of the Securities Act. Yes x No ¨ Indicate by check mark if the registrant is not required to file reports pursuant to Section 13 or Section 15(d) of the Exchange Act. Yes ¨ No x Indicate by check mark whether the registrant (1) has filed all reports required to be filed by Section 13 or 15(d) of the Securities Exchange Act of 1934 during the preceding 12 months (or for such shorter period that the registrant was required to file such reports), and (2) has been subject to such filing requirements for...
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...Best Snacks Problem Solution Creativity and innovation are the lifeblood of modern organizations. Creativity and innovation can provide a company with a competitive advantage in an increasingly competitive global market. Individual and organizational learning, management practices and modern technology can enhance individual and organizational creativity. Sales at Best Snack have been slipping and the issue has been identified as a complacent corporate culture that has managed business in one way for too long. The organization needs a shakeup, a change of culture that embraces change, innovates and is continuously looking for the next big idea. Describe the Situation Issue and Opportunity Identification (At least four issues and opportunities must be identified) During the last check the snack food industry has changed. Consumers now buy product based on price rather than banned loyalty, Best Snack has historically been the number 1 or 2 snack vendor in the industry. Sales have slipped and stock prices have fallen over the last 2 years. Several smaller companies are pushing Best Snack and the company is in danger of losing even more market share. Best Snack due to the companies long standing success has been slow to change or alter any research, development or marketing activities. The organization has become complacent. Best Snack did not anticipate or see the changing nature of the snack food market. The company became comfortable in the way the organization...
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...SR-RM-022 Riodan Manufacturing would like to take advantage of a more sophisticated, state of the art, information systems technology for their Human resources database. We shall follow the five phases of the system development life cycle to upgrade the existing system with a new web application that employees can use to access and make changes to their employee records. The five phases are: Investigation, Analysis, Design, Testing, and Maintenance. Riordan Manufacturing Human resources Information System (HRIS) was installed in 1992. HR is currently responsible for: employee information( personal information, pay rate, personal tax exemptions, hire date, seniority date, department information, and Vacation hours), Training and development records, Resume files, workers compensation records, Employee file’s(currently with employee’s individual manager), Compensation files, and employee relations files. Currently the 7 HR records are scattered amongst the HR department and employee managers, these files need to be consolidated. It is time to upgrade and modernize the system. An integrated system will increase productivity, reduce the need for specialized highly paid positions and improve employee understanding of the HR benefit process. During the Analysis phase of the System development life cycle it is important to meet with the stakeholders, people and groups of people that have interest or concern in the project (“Business Dictionary”, 2013). I will need to meet with people...
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...INTRODUCTION Microsoft is considered by many to be an ideal place to work. The company has won several awards for innovation, for their commitment to diversity, and for their flexible work arrangements. It has always been a leader in the market with regard to its compensation. With a total strength of about 80, 0004 employees across the globe, and a total revenue exceeding $15 billion, it is one of the biggest and best‐known technology companies in the world. The organization believes in providing the employees whatever tools and technologies they need to achieve the best results possible; and the employees are expected to create software and entertainment products that could sell millions of copies worldwide. The office campuses at most locations are considered the benchmark of technology hubs, with fir trees, forested trails, snow‐capped mountain vistas, basketball courts, and even shuttle buses for employees to make use of. Employees at Microsoft are recognized as the intellectual fuel and are provided with various benefit plans and resources, which are designed to retain them. The way the business and HR strategy have been intertwined at Microsoft is an example of how the businesses that are run with common goals and vision make money for their investors and employees. The amount of investment that Microsoft has done for its employees and how well the HR Managers have been able to align the work culture to the business strategy is clear from the results the company has...
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...Part I- Microsoft Corporation Esther Calice MGT/521 September 17, 2012 Dr. Homer Jamashi, Facilitator Business Analysis Part I- Microsoft Corporation As a mutual fund manager, I have decided to do some research on the company named “Microsoft” in order to make a decision on whether I would make an investment on this particular company. My research will aim on Microsoft’s history, its current statistics of its employees, annual sales; the products it produce and etc., SWOT analysis, finding out what its Internal and External Stakeholders wants and needs are from the company and whether the wants and needs were met/fulfilled. History of Microsoft Microsoft was invented by a young man named Bill Gates who drops out of Harvard College and Paul Allen in April 04, 1975. Both Bill and Paul the first PC computer language program to MITS (Micro Instrumentation and Telemetry Systems) computer developed. The following year Paul Allen resigns from MITS to join Microsoft full time. The trade name "Microsoft" is registered with the Office of the Secretary of the State of New Mexico "to identify computer programs for use in automatic data processing systems; pre-programming processing systems; and data processing services including computer programming services." In 1977, Bill Gates became president and Paul Allen the Vice president of Microsoft Corporation. Microsoft moved its offices from Albuquerque, New Mexico to Bellevue, Washington in 1979.The trade name "Microsoft" was officially...
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...Microsoft Supplier Code of Conduct Microsoft aspires to be more than just a good company—it aspires to be a great company. Toward that goal, we are committed to our mission of helping people and businesses throughout the world realize the highest levels of productivity and success. Achieving our mission isn’t just about building innovative technology. It’s also about who we are as a company and as individuals, how we manage our business internally, and how we work with customers, partners, governments, communities, and suppliers. Through the Standards of Business Conduct (www.microsoft.com/mscorp/legal/buscond), Microsoft has established company standards that include ethical business practices and regulatory compliance. These standards apply to all Microsoft employees, directors, and officers. Similarly, Microsoft expects its suppliers to embrace this commitment to integrity by complying with and training its employees on the Microsoft Supplier Code of Conduct. COMPLIANCE WITH THE SUPPLIER CODE OF CONDUCT Suppliers and their employees, agents, and subcontractors (collectively referred to as “Suppliers”) must adhere to this Supplier Code of Conduct while conducting business with or on behalf of Microsoft. Suppliers must promptly inform their Microsoft contact (or a member of Microsoft management) when any situation develops that causes the Supplier to operate in violation of this Code of Conduct. While Microsoft Suppliers are expected to self-monitor and demonstrate their...
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...performance and provides feedback within the organization. A consistent feedback system is very beneficial for a company as it increases both overall employee job satisfaction and improves overall performance by allowing all employees to come to a common understanding of an organization’s goals. Microsoft has made many changes within the recent months regarding the way they handle performance reviews. Many companies such as Microsoft have begun to ditch the traditional “performance review” system, which involves annual reviews, and adopted a new system which involves more constant consistent feedback (Colvin, 2015). This is system is being called the “Check in” system and is beginning to be adopted by more companies each day (Colvin, 2015). The “Check in” system can provide a number of learning opportunities for both Microsoft and the individuals within the company, as consistent feedback can be very beneficial to both employee development and growth. Compared to the traditional annual review system which provides feedback once a year, the new system allows for corrective action to be taken more frequently and more efficiently. Employees who receive regular feedback from their employers are more likely to enjoy their jobs, have increased job performance and provide more value to the company they are working for. Recently Microsoft has begun to eliminate problems within the performance review system that many companies have struggled with, with the worst being employee stacking...
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