Compensation and Benefits Strategy: Clapton Commercial Construction Ciara Gaines KaNotye Rodgers Loren Nall Nova York Tenisha Spears University of Phoenix HRM/531 June 2‚ 2015 Susan Gates-Ennett Compensation and Benefits Strategy: Clapton Commercial Construction The purpose of this paper is to propose a complete compensation and benefits strategy for Clapton Commercial Construction‚ a company which is expanding into Arizona. To complete the task‚ team members researched multiple elements which
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FLORES‚ NASTASSJA NICOLE J. 2LM2 Compensation is a methodical approach to provide monetary value‚ financial return‚ tangible services and other benefits that the employees received as part of their employment relationship. There are 2 types of compensation that can be given to the employees; monetary and non-monetary. Monetary includes wages‚ salaries‚ bonuses‚ insurance plans‚ social assistance benefits and paid absences. Non-monetary involves meaningful and challenging works‚ recognition
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that anything worth achieving will always have obstacles in the way and you’ve got to have that drive and determination to overcome those obstacles on route to whatever it is that you want to accomplish.” What this quote is saying is that anything that you want to accomplish will have obstacles and you have to have the will to overcome them. I‚ too‚ have set goals for myself and had to face obstacles to complete them. People have to face many obstacles in their lives such as losing friends due to excessive
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Differences: Strategies for Resistant Clients Unlike narrative therapy‚ solution-focused therapy presumes that some clients will be resistant to counselling and to change. While some clients are described as ’customers’ who voluntarily want to make changes in their lives‚ not every client will present in this way (Corcoran‚ 2008). Solution-focused therapy strategizes for ’complainants’‚ people who attend voluntarily but are convinced someone else or something outside of themselves needs to change
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based on a stated pay-level strategy. case. Instructors who have previously taught compensation courses‚ • Create pay grades. are familiar with the Internet and Excel‚ have work experience with • Establish pay ranges. pay systems‚ or who conduct research in compensation area may find the case easier to facilitate. This case complements the first 40 percent or so of chapters in most compensation textbooks. The amount of time the case takes for students to complete will depend on
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are different types of variable pay plans‚ such as bonus schemes‚ sales incentives (commission)‚ overtime pay‚ and more. An example where this type of compensation plan is prevalent is the real estate industry and real estate agents. A common variable pay plan might be the sales person receives 50% of every dollar they bring in up to a level of revenue at which they then bump up to 85% for every dollar they bring in going forward. Typically‚ this type of plan is based on an annual period of time
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Compensation Compensation has a different definition to different organizations. According to Dictionary.com‚ “compensation is defined as the act or state of being compensated or something is received or given as an equivalent for services‚ debt‚ loss‚ injury‚ etc.” In the business world‚ compensation is the total monetary and non-monetary pay and benefits provided to an employee by an organization for performing their job duties as specified and required. Compensation is based on numerous
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drug-resistant TB (Dash‚ 2013). Drug resistant tuberculosis is referred to as either multidrug-resistant TB (MDR-TB)‚ or extensively drug-resistant TB (XDR-TB)‚ both of which create obstacles for successful treatment (Lehne‚ 2013). Lehne (2013) defines MDR-TB as a TB that does not respond to either isoniazide or rifampin. XDR-TB is defined as being resistant to isoniazide and rifampin‚ as well as fluoroquinolones and at least one second-line TB treatment drug (Lehne‚ 2013). Drug resistant TB is
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RNTCP Response to Challenges of Drug resistant TB in India January 2012 (Update) Prevalence of Multi-drug resistant TB (MDR-TB): MDR-TB is defined as resistance to at least isoniazid and rifampicin (two of the most potent first line anti-TB drugs)‚ with or without resistance to other first-line drugs. MDR TB is important because patients with this type of drug resistance respond extremely poorly to standard anti-TB treatment with first-line drugs. MDR TB requires relatively costly laboratory
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Compensation Most organizations have formulated a certain strategy regarding compensation policy and made the relevant necessary decisions in order to set the basis of payment‚ differentiate payment within a specific job‚ and pay above market rates similar to market compensation rates or below market compensation rates. These decisions which are important by those who manage compensation systems according to Milkovich‚ Broderick‚ (1989) are the following. Compensation’s role is very important in
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