Case Study- Designing A Pay Structur

Task A: Create a complete job description for the Benefits Manager position using O*NET

Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs.

Task C: If there were any outliers (i.e., extreme data points) in these data, what would you recommend doing with them? [From this point forward, assume no extreme data points exist in the dataset.]

Task D: Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points (on the X axis) and the respective weighted average market base pay (on the Y axis) for each benchmark job.

Task E: What is your R squared (variance explained)? Is it sufficient to proceed?

Task F: Calculate the predicted base pay for each benchmark job.

Task G: Because your company wants to lead in base pay by 3 percent, adjust the predicted pay rates to determine the base pay rate you will offer for each benchmark job.

Task H: Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.

Task I: Use your answer to Task H to determine the pay range (i.e., minimum and maximum) for each pay grade.

Task J: Given the pay structure you have generated, consider the following:

» Does this pay structure make good business sense? Do you think it is consistent with the organization's business strategy?

» What are the implications of this pay structure for other HR systems, such as retention and recruiting?

Attachment:- Case Study.rar