BAHR 2204 Modern College of Business and Science Benefits & Compensation Management Paper 2 finals of Compensation and Benefits see the file , i need t

BAHR 2204 Modern College of Business and Science Benefits & Compensation Management Paper 2 finals of Compensation and Benefits

see the file , i need two dieffrent copies for 2 students

plagiarism should be low than 10%

attached assigmrnt file along with cours matiriels HIGHER COLLEGE OF TECHNOLOGY
DEPARTMENT: BUSINESS STUDIES
Final Examination:
Assignment Based Assessment
Semester: II
A. Y.: 2019 / 2020
Diploma II Year (Version-1)
Start Date: 1.6.2020
Time: 12 P.M.
Due Date: 3.6.2020
Time: 12 P.M.
Student Name
Student ID
Specialization
HRM
Section
1 and 2
Level
Diploma second year
Course Name
Compensation and Benefits
Course Code
BAHR 2204
For official Use Only
Question No.
Max. Marks
1
2
3
4
5
6
7
8
9
10
Grand Total
Marks
5
5
5
5
5
5
5
5
5
5
Obtained
Marks
Question No.
1
2
3
4
5
6
7
8
9
10
50
Max.
Marks
5
5
5
5
5
5
5
5
5
5
50
First Marker:
Second Marker:
Date:
Date:
Obtained
Marks
Guidelines for Students to Submit the Assignment:
1) The final assessment for semester 2, 2019-20 will be done through comprehensive
assignment for a maximum of 50 marks. The schedule of the final assessment is available in
the college website. https://www.hct.edu.om/about/the-college/announcements/finalassessment-timetable-041620
2) All the students are expected to have only one assignment at one time. In case, if the
students have more than one assignment on the same day, please report to the exam
committee through the following mail id. exam.bus@hct.edu.om as soon as possible.
3) All students are given 48 hours to complete and submit each assignment from the day, date
and time the assignment is uploaded. Students are advised not to wait till the last moment
of the deadline to submit the assignment.
4) The students can check the assignment anytime and any number of times from the opening
of the assignment. The answer to the assignment needs to be uploaded in e-learning within
48 hours.
5) The answer to the assignment can be uploaded only one time. No requests for resubmission
of the assignment will be entertained.
6) The students may contact the following mail Ids if they face any difficulties while related
to final assignment.
For Academic related support :
Business Courses
anand.kalimani@hct.edu.om
karri.krishna@hct.edu.om
For Technical Writing 1
ramil-ecot@hct.edu.om
For Technical Writing 2
khulood.aiadi@hct.edu.om
For Technical Communication
jocelyn.balili@hct.edu.om
For issues related to e-mail
accounts and Microsoft Teams
office365support@hct.edu.om
Any issues related to E-Learning
Moodle
support.elearning@hct.edu.om
Any other IT Troubleshooting
helpdesk2@hct.edu.om
7) Students may contact their respective lecturer through college email (within the 48-hour
period given) if they have any doubts and clarifications on the assignments.
8) Students should be aware that this assignment is an independent assessment. Students are
not allowed to get help from any other person during the assessment period.
9) Students assignment will be checked for plagiarism through Turnitin software. This
assignment will be assessed as per the College Assessment Policy. Student will be
investigated in case of plagiarism as per the College policy and procedures. The maximum
acceptable similarity index is 25%.
10) In case the students face any technical issues regarding the submission of assignment, the
answer to the assignment can be mailed to the concerned lecturer within the 48-hour period
using college email.
11) Any assignment submitted after the 48-hour period will not be considered for evaluation.
12) The assignment should be submitted only with the file in MS Word document. No other
format is acceptable at all (e.g. pictures, JPEG, PDF, etc.).
13) The students need to answer the assignment in the prescribed number of words as
mentioned in the assignment.
14) The students need to follow the following format while preparing the assignment:
Font Style: Times New Roman
Font Size: 12 point for body and 14 point for Headings
Line Spacing: 1.5
Margin: 2.54cm (One inch) on all the sides
Page Number: At the bottom right hand corner of each page
Color: All words should be in black color
15) Students who will fail to submit their assignment as per the deadline given are required to
make an online appeal along with the valid excuses as the guidelines which will be
announced through the college website or e-learning portal within three days from the date
of submission deadline.
Case Study 1:
(20 marks)
Read the case and answer the questions below:
Al Gulfar Ltd Company is very famous and popular for its welfare facilities and employeeoriented programs in trading industry from more than 15 decade. The company employs
more than 750 workers and 100 administrative staff and 50 management level
employees. The Top-level management looks at all the employees at same level. The
uniform of the company is the same for all staff starting from Managing Director to Floor
level workers.
The company have 2 different cafés at different places. One café is located near the
factory for workers and other one is located near the Admin building. Even though the
place is different, the facilities or services, infrastructure and the food provided are of
same quality. In brief, the company follows the rule of “Employee Equality”.
The company has one registered trade union and the relationship between the union and
the management is very friendly. The company didn’t lose any employee or worker due
to strike. The company has not been a pay master in that industry.
The compensation policy of that company, when compared to other similar companies, is
very less still the employees don’t have many complaints due to the other benefits and
amenities provided to them by the company.
But the company is facing many numbers of problems in supplying the materials in recent
past days. Problems like quality issues, mismatch in packing materials (placing material
x in box of material y), incorrect labeling of material, not dispatching the material on time
and so on. The management sees the case as there are loop holes in the system of
various departments and hand over the responsibility to HR department to solve the
issue.
When the HR manager goes through the problems, he realized that the problems are not
relating to system but they are relating to the employees. When investigated he comes to
know that the reason behind this, he found that the casual approach by employees in
work is not good. The company appoints new employees for top level position without
seeing the capable internal candidates. The newly recruited employees are given higher
salary packages than that of present employees in the same unit or level.
QUESTIONS:
(Questions carrying 2.5 Marks to be answered in not less than 50 to 100 words)
(Questions carrying 5 Marks to be answered in not less than 100 to 150 words)
1. a) Name and explain the compensation policy followed by Al Gulfar Ltd. Do
you think that the compensation policy followed by Al Gulfar Ltd. is able to
maintain the internal equity? Explain your answer with reasons.
(0.5+1+1=2.5 Marks)
b) Explain any other two compensation policies which can be followed by
Al Gulfar Ltd.
(1.25+1.25=2.5 Marks)
2. Do you think that job evaluation is important in Al Gulfar Ltd. to maintain
internal equity and why? Explain which objective of job evaluation should be
emphasized more in the above case. Justify your answer with relevant
examples.
(0.5+2.5+2=5 Marks)
3. a) Discuss about the new pay theory and whether it can be made applicable in
Al Gulfar Ltd. Justify.
(1.5+1=2.5 Marks)
b) Which objective of compensation management should be focused more in
Al Gulfar Ltd. and why?
(1+1.5=2.5 Marks)
4. If you are assigned to do job evaluation for the newly hired employees in Al
Gulfar Ltd, then what would be the procedure you will follow.
(1+1+1+1+1=5 Marks)
CASE STUDY 2
(10 Marks)
Read the case and answer the questions below:
ABC Ltd co. has been operating its business for many years and has been successful in
the market. The company follows a corporate benefit program which focuses on the
health, happiness, and work-life balance of the employees, and is considered as being
helpful in its business growth and development.
The benefit program adopted by the company gives a feeling among the employees that
they are taken care of by the company and they are not treated as machines who are
used by the company to get its work done. They are given an opportunity to make their
work enjoyable, well, and artistic.
The benefits program of the company explains instructions on what makes people happy
and healthy that helps the company to build a unique office environment. The benefits
initiatives of the company provide long-term benefits not only to the employees, but also
to the company itself.
The company is giving the employees the extravagant benefits perks, but still , some
employees complain about their not so good jobs timings as they had hard time to
complete the tasks given to them.
QUESTIONS: (Answer the questions in not less than 100 to 150 words)
5. According to you, what are the issues and challenges in designing an effective
corporate benefit program in ABC Ltd. Discuss the benefits perks provided by
ABC Ltd. company at the workplace to motivate the employees to be more
creative and innovative.
(2.5+2.5=5 Marks)
6. Recommend and explain whether strategic or tactical compensation should
be followed by ABC Ltd. and why? Suggest 3 reasons.
(2+3=5 Marks)
CASE STUDY 3
(5 Marks)
Read the case and answer the questions below:
Mr. Ammar has worked as a salesperson for an Indian Computer manufacturer for the
past ten years. An international company lately appointed him as sales manager for ten
countries in Northeast Asia. He has this new responsibility and because of this, he has
shift to the regional sales office in Indonesia with his wife and four children.
Ammar is unsure about the compensation plan he has been offered. Does the plan pay
him enough money to live on an equal level in Singapore as he can live in New Delhi in
his own country?
He also is worrying about the cost of house rent and international schooling for his
children in Indonesia. Ammar is very close to his family and wants to travel back to India
regularly to check on their health and welfare.
QUESTION: (Answer the question in not less than 100 to 150 words)
7. Ammar would like to know how an individual can gain access to important
compensation information. Explain in detail the process of doing so.
(1+1+1+1+1=5 Marks)
CASE STUDY 4
(5 Marks)
Read the case and answer the questions below:
Alcatel firms attract some specific group of employees by offering them more than
market compensation to grow faster and win the market race. They want to retain
talented people towards their organization. They give rewards based on the
performance or output of the employees.
Tata, Bajaj and Nestle are some of the organizations that focus on the knowledge factor
and manage to pay to the employees more than the market compensation.
QUESTION: (Answer the question in not less than 100 to 150 words)
8. Identify and explain the type of incentive plan used to pay the employees in
Alcatel firms. Do you think the type of plan followed is suitable to accomplish
the firm’s objectives and why? Explain any 3 other type of incentive plans that
can also be used to attract some specific group of employees in Alcatel firms.
(1+1+3=5 Marks)
CASE STUDY 5
(10 Marks)
Read the case and answer the questions below:
Digital world is a nonunionized firm with approximately 60,000 employees. With more
leisure activities than in the rest of the Gulf countries, it has the largest companysponsored recreation program in Oman. About 36,000 employees pay 61 per year for
membership in Digital World Camera Clubs, which makes available free use of 40 dark
rooms, discount purchase of film, and free loan of photographic equipment.
In one building, 300,000 square feet of space is allocated to recreation, including movie
theaters, bowling alleys, and meeting places. First-run films are shown at lunch time. The
employees of the company can do shopping at the company general store and complete
their banking at Westman Savings and Loan.
There are free facilities like examinations for eye testing, 13 softball fields, amateur
vaudeville shows, square dancing, table tennis and ice fishing tournaments. Digital World
has paid annual bonuses to all employees through the form of a “wage dividend” profit
sharing plan. Many Digital World production areas are decorated with hand-lettered signs
that show pride in work groups.
For most of the past 100 years, Digital World had dominated the Oman market with 90
percent of the sales for conventional color film.
QUESTIONS: (Answer the questions in not less than 100 to 150 words)
9. Do you think that Digital World has a large benefit program because it is rich
or because it pays an economic return to the company? Justify.
(5 Marks)
10. Identify the monetary and non-monetary incentives offered to the
employees of Digital World? Justify each incentive providing a convincing
explanation.
(1+1+1+1+1=5 Marks)
Chapter 6
Compensation survey
Course: compensation and benefits Course Code: BAHR2204
Specialization: HRM Department of Business Studies
Outcome Design the salary surveys
Design the compensation surveys
Contents
– Concept of survey
– Who conducts survey and how survey is organized
– Points which makes survey result useful
– Purpose of Compensation / Salary
– The aspects of data collected
2
Essential Reading
Bhatia Kanchan. Compensation management , Global Media, 2009-12-01ProQuest Ebook Central,
URL:
https://ebookcentral.proquest.com/lib/momp/detail.action?docID=3011503#
.Armstrong, Michael,. A handbook of employee reward management and practice – 2nd ed.Kogen
page london 2007
https://www.pdfdrive.com/employee-reward-management-and-practice-d19443602.html
3
Concept of compensation survey
Once the relative worth of jobs has been determined by job evaluation, the
actual amounts to be paid must be determined.. This task is usually based
upon a comparison of present company wage rates with those being paid in
the community for comparable jobs. The wages and salaries of workers must
be in alignment with the wages and salaries other organizations are paying
at similar levels.
This external alignment or external equity is done by making wage or salary
surveys in the area concerned. This survey information is sought, to monitor
the movements and developments in salaries in the labor market.
4
Purpose of Compensation / Salary
These surveys provide useful information on salaries of same industries for making
comparisons. Such surveys seek to answer questions like what are other firms paying? What
are they doing by way of social insurance? What is the level of pay offered by other firms for
similar occupations? etc., by gathering information about ‘benchmark jobs’, which are usually
known as good indicators.
5
Purpose
1.obtain relevant, accurate, representative and up-to-date data on levels of pay
and benefits for specified jobs within the organization which avoids gross external
inequities
2. maintain a competitive pay and benefit position in relation to the marketplace,
thus enabling the organization to attract and retain people of the quality it needs;
3. provide guidance on pay review decisions concerning any adjustments required
to general or individual pay levels which can reduce turnover
4. offer guidance on internal differentials by reference to the differentials in the
external labour market
6
Who conducts survey and how survey is organized
• The survey is conducted by employer associations
,governmental agencies and group of industrial firms.
• Survey results are usually organized by industry, type of
employer or by geographic region. For most purposes, the
industry is a more significant basis .
7
Points which makes survey result useful
A wage survey results to be useful, must satisfy these points:
(a) Frequency – affected by rapidity of changes, current and contemplated. Once per
year is common.
(b) Scope (number of firms) – influenced by the geographic area from which people are
drawn, the number of units competing for this labour, accuracy requirements, and
willingness of organizations to share information.
(c) Accuracy – It will be useful if it provides accurate information the diversity in job
titles and specific job duties is staggering.
8
The process of survey
1.Defined purpose or purposes.
2. Decide on the jobs for which market rate data will be collected.
3.Identify potential sources of market rate data and select the most appropriate
ones
9
Potential Sources of data
•
online pay data;
•
general published national surveys;
•
general local surveys;
•
sector and industry surveys;
•
occupational surveys;
•
management consultants’ databases including online services;
10
•
bespoke surveys(An organization can conduct its own special survey )
Then decide the data collection methods – questionnaire , interviews or
telephonic interview
• pay clubs; (consist of members who regularly exchange information
amongst themselves on the pay and benefits provided for a selected range
of jobs )
• published data in journals; official sources recruitment consultants and
agencies; analysis of recruitment data; job advertisements.
11
Process of survey –cont.
4. Prepare information on the jobs to be surveyed. The information needed are
job descriptions, and current rates of pay and earnings and benefits.
5. Analyze and interpret the data from the various sources.
6. Present the outcome of the analysis with proposals for action.
12
Usually The data is collected on the following aspects:
Base Salary
Salary range
Incentives
Allowances
Working hours and
Working conditions.
13
Reference
Bhatia, Kanchan 2009 ,Compensation management , Global Media, ProQuest
Ebook Central
Michael , Armstrong 2007 , A handbook of employee reward management
and practice 2nd ed.Kogen page ,london.
14
CONTACT INFORMATION:
Name of the Staff
Office: …025..
Email: …..sankar@hct.edu.om
VERSION HISTORY
Version No
Date Approved
01
Sem. (3) 2019/2020
Changes incorporated
15
Chapter 5
Strategic compensation and evaluation of stategies
Course: compensation and benefits Course Code: BAHR2204
Specialization: HRM Department of Business Studies
Outcomes
-Differentiate between strategic and tactical compensation
-Evaluate the effectiveness of compensation strategies
Contents
– Strategic decisions and tactical decision
– Strategic Vs Tactical Compensation
– Strategic compensation
– The structure of reward strategy
– The reward strategy development sequence
– Monitoring and evaluating compensation
2
Essential Reading
Armstrong, Michael, A handbook of employee reward management and practice
– 2nd ed.Kogen page london 2007
https://www.pdfdrive.com/employee-reward-management-and-practiced19443602.html
.
URL:https://www.pdfdrive.com/employee-reward-management-and-practiced19443602.html
3
Strategic decisions and tactical decision
A ) Strategic decisions are major choices of actions and influence whole or a major
part of business enterprise. They contribute directly to the achievement of
common goals of the enterprise. They have long-term implications on the business
enterprise. They may involve major departures from practices and procedures
being followed earlier. Generally, strategic decision is unstructured and thus, a
manager has to apply his business judgment, evaluation and intuition into the
definition of the problem. These decisions are based on partial knowledge of the
environmental factors which are uncertain and dynamic. Such decisions are taken
at the higher level of management.
4
B) Tactical decisions relate to the implementation of strategic decisions. They
are directed towards developing divisional plans, structuring workflows,
establishing distribution channels, acquisition of resources such as men,
materials and money. These decisions are taken at the middle level of
management.
5
Strategic Vs Tactical Compensation
From this context Strategic Compensation ca…
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