Human Resource Management AA PP HOMEWORK 8
SEE ATTACHED
2 years ago 15
AAWEEKCOMPHRA8.docx
HRA562AppliedAssignmentScoringRubric.pdf
AAWEEKCOMPHRA8.docx
Please cite textbook author: Martocchio, J. (2020). Strategic Compensation: A Human Resource Management Approach (10th ed.) Pearson. and outside sources.
This is a Turnitin.com assisgnment.
*******Read the Jenkins Goes Abroad case study; then answer these 2 questions in the case below. ****
Case 1: Jenkins Goes Abroad
Jenkins Consulting is a national firm that helps companies improve their performance and effectiveness by advising on all aspects of business management and operations. Companies hire consultants from Jenkins Consulting for a variety of projects such as assisting with company-wide cost reduction initiatives or revenue growth initiatives, improving supply-chain management, and/or improving individual departments such as information technology. Jenkins employs consultants in 200 offices across the United States and will soon expand its operations internationally.
A company located in the United Kingdom has hired Jenkins for a major project that will be based at the company’s headquarters in London. Jenkins will assist the company with an organization-wide effort to restructure and reposition the company to succeed in a more competitive market. To complete this project, Jenkins will assign five full-time consultants for a period of approximately two years. Because of the significant time commitment, Jenkins has decided to relocate the selected consultants to the United Kingdom for the duration of the project.
Dale Kugar, the human resource director at Jenkins, must prepare to transition the consultants to the new assignment. This is the company’s first exposure to expatriate management, and Dale needs to ensure that the consultants who move to the United Kingdom for the project are compensated appropriately. His intention is to have the consultants maintain their current benefits, including health care insurance, retirement savings, and paid time off. However, he must make a recommendation on any changes to each consultant’s salary.
Dale has a few concerns as he prepares his recommendation. First, the United Kingdom is currently experiencing a high level of inflation. The value of the American dollar compared to the British pound is low. That is, the consultant’s U.S. salary will not have the same purchasing power in the United Kingdom as it does at home. He is also concerned about the consultants’ interest in taking on the international assignment. Some of the consultants he spoke to about the assignment are concerned about the impact the assignment will have on their career. Because this is Jenkins’ first international experience, the consultants are concerned that being out of the country for two years may affect their future career opportunities because they will not have regular interactions with the firm partners who make decisions on promotions. These concerns weigh heavily on Dale’s mind as he starts to draft his recommendation.
Please answer the following questions regarding the above case study.
1. 13-6. How should Dale approach the determination of the consultant’s salaries as expatriates?
2. 13-7. Should Jenkins offer any incentive compensation or additional benefits to the expatriates? Why or why not?
Please cite textbook author : Martocchio, J. (2020). Strategic Compensation: A Human Resource Management Approach (10th ed.) Pearson. and outside sources.
This is a Turnitin.com assisgnment.
HRA562AppliedAssignmentScoringRubric.pdf
HRA 562 – Applied Assignment Scoring Rubric
Name: ___________________________________________ Date: _______________________
Students will complete the assignment with attention to the following criteria:
Rating Scale Exemplary: Corresponds to an A- to A (90-100%)
Proficient: Corresponds to B- to B+ (80-89%)
Basic: Corresponds to C- to C+ (75-79%)
Not Attempted: Corresponds to an F (0-74%)
Elements
Criteria
Score
(pts) Not Attempted
(Criterion is missing or not in evidence)
Basic (works towards meeting
expectations; performance
needs improvement)
Proficient (meets expectations;
performance is satisfactory)
Exemplary (exceeds expectations;
performance is outstanding)
Content
80%
□ Little to no evidence
of assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer addressed none
to some of the
requirements of the
assignment
□ Little to no evidence
of appropriate use of
resources
□ Writer had little to no
focus on the topic
0 – 59pts
□ More personal
assessment,
synthesis/integration,
critical analysis, and
logical development is
needed
□ Writer addressed most
of the requirements of
the assignment
□ Some required sources
not used
□ Writer stayed focused
on the topic some of the
time
60 – 63pts
□ Content adequately
shows personal
assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer adequately
addressed all
requirements of the
assignment
□ Appropriate use of
resources
□ Writer stayed focused
on the topic most of
the time
64 – 71pts
□ Content clearly shows
personal assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer clearly and
completely addressed
all requirements of the
assignment
□ Masterful use of
resources
□ Writer stayed focused
on the topic throughout
the paper
72 – 80pts
____/80
APA
Formatting
10%
□ Little to no evidence
of appropriate APA
formatting
0 – 7.4pts
□ Appropriate APA
formatting throughout
most of the paper,
including title page,
paper layout,
references, and
citations with several
minor and/or some
major discrepancies,
7.5 – 7.9pts
□ Appropriate APA
formatting throughout
the entire paper,
including title page,
paper layout,
references, and
citations with only a
few minor
discrepancies
8.0 – 8.9pts
□ Appropriate APA
formatting throughout
the entire paper,
including title page,
paper layout,
references, and
citations
9.0 – 10pts
____/10
Mechanics
10%
□ Scholarly format,
syntax, and
persuasiveness
substantially lacking
or absent.
□ Little to no evidence
of language skills,
substantial spelling or
grammatical errors.
□ Little to no evidence
of flow.
□ Length requirement
missed substantially
0 – 7.4pts
□ Scholarly format,
syntax, and
persuasiveness used
somewhat.
□ Improvement needed
on language, significant
spelling or grammatical
errors.
□ Transitions are weak,
flow of the paper needs
improvement.
□ Paper fell just short of
length requirement.
7.5 – 7.9pts
□ Scholarly format,
syntax, and
persuasiveness used
most of the time.
□ Language is
professional, clear, and
concise, with some
spelling or
grammatical errors.
□ Transitions maintain
the flow of the paper
most of the time.
□ Paper is appropriate
length.
8.0 – 8.9pts
□ Scholarly format,
syntax, and
persuasiveness used.
□ Language is
professional, clear, and
concise, with little to
no spelling or
grammatical errors.
□ Transitions maintain
the flow of the paper.
□ Paper is appropriate
length.
9.0 – 10pts
____/10
Comments/Feedback: ____/100 pts
AAWEEKCOMPHRA8.docx
Please cite textbook author: Martocchio, J. (2020). Strategic Compensation: A Human Resource Management Approach (10th ed.) Pearson. and outside sources.
This is a Turnitin.com assisgnment.
*******Read the Jenkins Goes Abroad case study; then answer these 2 questions in the case below. ****
Case 1: Jenkins Goes Abroad
Jenkins Consulting is a national firm that helps companies improve their performance and effectiveness by advising on all aspects of business management and operations. Companies hire consultants from Jenkins Consulting for a variety of projects such as assisting with company-wide cost reduction initiatives or revenue growth initiatives, improving supply-chain management, and/or improving individual departments such as information technology. Jenkins employs consultants in 200 offices across the United States and will soon expand its operations internationally.
A company located in the United Kingdom has hired Jenkins for a major project that will be based at the company’s headquarters in London. Jenkins will assist the company with an organization-wide effort to restructure and reposition the company to succeed in a more competitive market. To complete this project, Jenkins will assign five full-time consultants for a period of approximately two years. Because of the significant time commitment, Jenkins has decided to relocate the selected consultants to the United Kingdom for the duration of the project.
Dale Kugar, the human resource director at Jenkins, must prepare to transition the consultants to the new assignment. This is the company’s first exposure to expatriate management, and Dale needs to ensure that the consultants who move to the United Kingdom for the project are compensated appropriately. His intention is to have the consultants maintain their current benefits, including health care insurance, retirement savings, and paid time off. However, he must make a recommendation on any changes to each consultant’s salary.
Dale has a few concerns as he prepares his recommendation. First, the United Kingdom is currently experiencing a high level of inflation. The value of the American dollar compared to the British pound is low. That is, the consultant’s U.S. salary will not have the same purchasing power in the United Kingdom as it does at home. He is also concerned about the consultants’ interest in taking on the international assignment. Some of the consultants he spoke to about the assignment are concerned about the impact the assignment will have on their career. Because this is Jenkins’ first international experience, the consultants are concerned that being out of the country for two years may affect their future career opportunities because they will not have regular interactions with the firm partners who make decisions on promotions. These concerns weigh heavily on Dale’s mind as he starts to draft his recommendation.
Please answer the following questions regarding the above case study.
1. 13-6. How should Dale approach the determination of the consultant’s salaries as expatriates?
2. 13-7. Should Jenkins offer any incentive compensation or additional benefits to the expatriates? Why or why not?
Please cite textbook author : Martocchio, J. (2020). Strategic Compensation: A Human Resource Management Approach (10th ed.) Pearson. and outside sources.
This is a Turnitin.com assisgnment.
HRA562AppliedAssignmentScoringRubric.pdf
HRA 562 – Applied Assignment Scoring Rubric
Name: ___________________________________________ Date: _______________________
Students will complete the assignment with attention to the following criteria:
Rating Scale Exemplary: Corresponds to an A- to A (90-100%)
Proficient: Corresponds to B- to B+ (80-89%)
Basic: Corresponds to C- to C+ (75-79%)
Not Attempted: Corresponds to an F (0-74%)
Elements
Criteria
Score
(pts) Not Attempted
(Criterion is missing or not in evidence)
Basic (works towards meeting
expectations; performance
needs improvement)
Proficient (meets expectations;
performance is satisfactory)
Exemplary (exceeds expectations;
performance is outstanding)
Content
80%
□ Little to no evidence
of assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer addressed none
to some of the
requirements of the
assignment
□ Little to no evidence
of appropriate use of
resources
□ Writer had little to no
focus on the topic
0 – 59pts
□ More personal
assessment,
synthesis/integration,
critical analysis, and
logical development is
needed
□ Writer addressed most
of the requirements of
the assignment
□ Some required sources
not used
□ Writer stayed focused
on the topic some of the
time
60 – 63pts
□ Content adequately
shows personal
assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer adequately
addressed all
requirements of the
assignment
□ Appropriate use of
resources
□ Writer stayed focused
on the topic most of
the time
64 – 71pts
□ Content clearly shows
personal assessment,
synthesis/integration,
critical analysis, and
logical development
□ Writer clearly and
completely addressed
all requirements of the
assignment
□ Masterful use of
resources
□ Writer stayed focused
on the topic throughout
the paper
72 – 80pts
____/80
APA
Formatting
10%
□ Little to no evidence
of appropriate APA
formatting
0 – 7.4pts
□ Appropriate APA
formatting throughout
most of the paper,
including title page,
paper layout,
references, and
citations with several
minor and/or some
major discrepancies,
7.5 – 7.9pts
□ Appropriate APA
formatting throughout
the entire paper,
including title page,
paper layout,
references, and
citations with only a
few minor
discrepancies
8.0 – 8.9pts
□ Appropriate APA
formatting throughout
the entire paper,
including title page,
paper layout,
references, and
citations
9.0 – 10pts
____/10
Mechanics
10%
□ Scholarly format,
syntax, and
persuasiveness
substantially lacking
or absent.
□ Little to no evidence
of language skills,
substantial spelling or
grammatical errors.
□ Little to no evidence
of flow.
□ Length requirement
missed substantially
0 – 7.4pts
□ Scholarly format,
syntax, and
persuasiveness used
somewhat.
□ Improvement needed
on language, significant
spelling or grammatical
errors.
□ Transitions are weak,
flow of the paper needs
improvement.
□ Paper fell just short of
length requirement.
7.5 – 7.9pts
□ Scholarly format,
syntax, and
persuasiveness used
most of the time.
□ Language is
professional, clear, and
concise, with some
spelling or
grammatical errors.
□ Transitions maintain
the flow of the paper
most of the time.
□ Paper is appropriate
length.
8.0 – 8.9pts
□ Scholarly format,
syntax, and
persuasiveness used.
□ Language is
professional, clear, and
concise, with little to
no spelling or
grammatical errors.
□ Transitions maintain
the flow of the paper.
□ Paper is appropriate
length.
9.0 – 10pts
____/10
Comments/Feedback: ____/100 pts