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3. Writing Assignment: Compensation Portfolio Signature Assignment for HRM667

Select an organization to feature in your portfolio
Select a position or job series in the organization to analyze
Prepare a portfolio of the planning, analysis, and data collection to develop compensation scheme for the job(s)

Include the following topics in your complete assignment:

Part 1:

· Company Background 


· Job analysis of select position(s)/series 


· Internal and external motivators 


· Performance evaluation factors 


· Part 2: 


· Performance evaluation system (based on factors identified in Part 1) 


· Specific Pay Structure for the job 


· Internal Pay Equity 


· External Pay Equity 
Assignment Details: 
Part 1 (33%) (Due Week Two) 
Begin by selecting an organization to feature in your portfolio. The organization can be any private or public organization, such as Nike. Do NOT select an organization where you work (currently or in the recent past). You may NOT select any branch of the U.S. military. 


Next, select a specific position or job (multiple positions with similar duties and responsibilities) within the organization to analyze. (e.g., Assembly worker, Secretary, maintenance, sales associate, etc.) This can be any position that you think would be found in the organization. Do NOT copy a job description of the job off the Internet: you are required to perform the job analysis yourself and then write a job description that is your own work.

Your portfolio will begin with a brief background of the organization, including its mission and vision.

Your portfolio will proceed with the internal and external motivators relating to this kind of work and the relationship of this job to the overall goals/strategies/values of the organization. (e.g., Nike adopts a low-cost strategy and therefore needs to save money in production and boost sales. Production workers will receive productivity bonuses for company efficiency to incentivize employee behaviors that lead to desired outcomes)

Perform a job analysis of the selected position necessary to make evaluation assessments of relative job worth for salary range placement compared to other jobs and for developing incentive rewards such as bonuses or profit sharing).

Prepare a written report including:

· A description of your organization, including the mission or purpose of the organization. Explain the environment of the organization by describing the industry (including the challenges in the industry and principal competitors). 


· A formal definition of job analysis for reward evaluation as described in the text. 


· The factors that will need to be considered in an analysis of the job. 


· The process of collecting information about the job and the relative evaluation 
factors. 


· A Job Description (based on the analysis of the selected position). Include an 
analysis of how the position interacts with other positions and a description of the internal and external motivators for the position.

· 
Part 2 (67%) (Due Week 4) 
Develop an performance evaluation plan utilizing the theories discussed in the text, including consideration of internal consistency and appropriate external market and benchmarks for salary comparison data and analysis. 
Finally, design a specific pay structure that combines your job analysis, job evaluation, internal and external consistency, and internal and external motivator. This may be in the form of a pay grade with a pay range within the grade, merit pay, performance pay, pay for knowledge, or an appropriate combination of these factors. Do not simply describe in general terms what a pay structure looks like: create a specific, concrete pay structure for your jobs! 


Prepare a written report including:

· An explanation of the performance evaluation, including how the factors identified in your job analysis in Part 1 are used for determining compensation. 


· What type of job market data may be useful in determining compensation. 


· The specific pay structure, explaining in detail the base pay, merit or incentive 
pay, and all other compensation. Explain the correlation between the pay structure 
and the motivators identified in Part I. 


· A discussion of benefits that are appropriate for the position. 


· How the pay structure relates to the other positions in the company (including the 
relationship to the other positions which manage or are subordinate to the 
position). 


· How the pay structure relates to the compensation in other organizations. 


· Dimensions	RUBRIC
Structure/Framework/Fundamentals
Measure	Exceeds Standards	Meets Standards	Misses Standards
Job Evaluation Planning	Internal and external issues; current policies and existing compensation schemes that must be taken into account. Current organizational issues to be addressed through compensation and benefits. Discussion of current literature on reward systems and strategic factors affecting compensation planning.	General identification of various components in many of the sections in contrast to very specific description, analysis and evaluation of the components for each of the categories	Little to no identification of specific components listed in each of the four dimensions.
Job Analysis	Job Requirements to collect compensable data on the job for setting pay and other job rewards. Legal Issues
Evaluation Plan & Process	Methodology, factors to be considered, intrinsic and extrinsic issues relevant to the job(s), and organization and market forces affecting relative worth/value of the job(s) Internal Pricing: Job evaluation factors and degree present in selected job. Comparison of job to internal benchmarks and/or other related jobs. External Pricing: Identified market and benchmark jobs. Assessment of incentives and benefits common to the industry and market that will influence the shape and values to be established for the selected job.
Performance Appraisal, Feedback and Incentivization	Internal Pricing: Job evaluation factors and degree present in selected job. Comparison of job to internal benchmarks and/or other related jobs. External Pricing: Identified market and benchmark jobs. Assessment of incentives and benefits common to the industry and market that will influence the shape and values to be established for the selected job.
Theories - Development of Ideas
Measure	Exceeds Standards	Meets Standards	Misses Standards
Description	Specific Development of Ideas with Paragraph Headings for Each Idea Description	General Development of Ideas	No Clear Development of Ideas
Analysis	Specific Analysis of Ideas using more than One Factor	Some Analysis of Ideas	No Analysis of Ideas
Evaluation	Specific Evaluation of Ideas based upon Substantial Reasoning using theories discussed in class and text (e.g., effective v. ineffective)	Opinion(s) Stated without much Critical Thought or Reasoning	No Clear Assessment or Evaluation of Ideas
Closing Summary	Specific Summary Emphasizing Key Ideas and Value to Reader	General Closing Summary	No Closing Summary
Identification + Use of	Correct Listing of References at End and Correct Use of References in Text	Some Identification of References and Poor Use in	No References Used or Identified