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Essay / Research Paper Abstract
This 3-page paper provides some examples of how to set up pay grades/salaries for a series of jobs in an electronic store. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: D0_MTpaygrade.rtf
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Unformatted sample text from the term paper:
store. The positions are store manager, sales associate, stock associate, department supervisor, service technician, human resources manager, human resources generalist, maintenance supervisor and dock workers.
Before moving into specifics, however, it might be helpful to examine how pay grades, midpoints and ranges are typically set up.
Pay grades, in their most basic form, are groups of jobs that are similar in work or skill requirement (Compensation Handbook, 2004). Grades help provide a connection between
the job evaluation, and assignment of pay to a specific job (Compensation Handbook, 2004). It helps set up pay, congruent to a companys philosophy (Ojimba, 2004).
In this case, therefore, grades tend to group salary data on a horizontal axis of a graph, and typically provides for a range of pay
within a particular grade (Compensation Handbook, 2004). Each grade has a minimum, maximum and midpoint (Compensation Handbook, 2004). Ranges, on the other
hand, typically exist when two or more rates are paid to employees who are in the same job (Compensation Handbook, 2004). Ranges provide managers with the opportunity to recognize individual
performance differences with pay (Compensation Handbook, 2004). A company typically needs job descriptions to help set pay -- and a pay structure
helps answer question about roles and why people are compensated differently (Ojimba, 2004). Once jobs are priced, a company should also benchmark as many jobs as possible (Ojimba, 2004). Jobs
should be benchmarked to content, rather than title (Ojimba, 2004). Jobs should also be arranged in a hierarchy to better determine
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