Human Resource Management Study Set 10

Business

Quiz 11 :

Separating and Retaining Employees

Quiz 11 :

Separating and Retaining Employees

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In setting up a pay structure, what legal requirements must an organization meet Which of these do you think would be most challenging for a small start-up business Why
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There are certain legal requirements and set of laws that need to be complied with while setting pay structures for any firm. The following are the set of legal requirements that should be followed by a small startup business.
1) Equal Employment Opportunity - Companies cannot differentiate an employee based on his caste, color, sex or religion. Employees are to be truly differentiated on the basis of their skills and experience.
There has to be an equal opportunity for all at work. This however does not mean that equal pay will be paid to men and women. If the two are doing same work and are same experienced then they should be paid equally. Job evaluation is one of the aspects for measuring the worth of a job and then paying them accordingly.
2) Minimum Wage: As per the Minimum wages act and FLSA (Fair Labor Standards Act), which differs in different countries, an employee should be paid a minimum wage for his services rendered. This amount is calculated hour wise and differs across continents/countries. This depends on the living standards of that country as well as the current that prevails in the economy.
3) Overtime Pay : According to the FLSA (Fair Labor Standards Act) requirements, employees are supposed to be paid extra money for any overtime they do. Some companies follow this while some don't. This differs in employees who are exempt and non-exempt from such requirements.
4) Child Labor: Child labor is strictly prohibited. Any employer cannot employee any child under the age of 14 for any kind of hazardous work.
5) Prevailing wages : Any employer must pay the current prevailing rate of that area to his/her employer. The prevailing rates are decided taking into consideration factors such as standard of living, etc. and must be based on 30% of the local labor force.
When a company is just set up, the scale of its operations is small and it's just in the process of developing things and policies and lot of other aspects are to be taken care of.
For a small startup, it might not be feasible to spend too much on the workforce. But gradually this is expanded when the company gets a hang of its current operations. But in this process, it has to take care of equal employment opportunity, paying minimum wages, paying overtime etc.
In following all these, the company might be left with few resources to be spent elsewhere. Also, it may face some problems with paying overtime to its employees.

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Why might an organization choose to pay employees more than the market rate Why might it choose to pay less What are the consequences of paying more or less than the market rate
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An organization's pay structure has to be decided very carefully. It is an important factor in attracting employees to join an organization. Organizations should also take enough care to ensure that they don't end up paying more than required as it is a huge cost to the company.
Organizations pay employees more than the market rate when they plan to hire high quality employees. Organizations generally believe that by offering better packages one can hire better people. They believe that incremental value added by these high-quality workers is much more than the cost incurred on them.
Consequences of paying more:
• Hight quality and highly productive employees can be employees
• Employee retention rate increases
• Cost to the company increases
Organizations pay employees less than the market rate when they are in a very poor financial condition and are in a pressure to save costs. They are ready to accept low quality employees by offering less.
Consequences of paying less:
• Organizations would end up recruiting low quality employees
• Employee retention would be very less. Employees leave the company as soon as they get a better package
• Companies might be able to save some costs.

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How well do you think the policy of deducting a share of transaction fees from tips meets a restaurant's business, legal and fairness requirements for pay
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Businesses apply various ways to increase their income. They even look for small things through which they can save money for business purpose. They try to get maximum possible profit form the customers also for the same reason. While doing so sometimes they forget that legal and ethical issues should be kept under consideration.
The policy of deducting a share of transaction fees from tips of the servers is legal but not fair. Giving tips to servers is the choice of customers, deducting even a small portion from their tips from restaurant's side is not fair. Though it is true that restaurants are being charged card processing fee, it is the process applicable everywhere. Customers pay tips only when they observe the behavior of the server to be nice. It is server's extra income which should be respected by the restaurant's owners.
Talking about the same in legal terms, it is considered as fair. The restaurants bear high maintenance charges. Deducting small amounts from the tips will save their high processing charges if it is calculated on a monthly basis. The restaurants owners are also right in their prospect that servers are paid fairly and that is why they accept the job offers. The service for which they are paid from the restaurant's side, for the same service they get tips also. So, deducting a small amount in the name of processing fee for cards is legal.

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Suppose you work in the HR department of a manufacturing company that is planning to enrich jobs by having production workers work in teams and rotate through various jobs. The pay structure will have to be adjusted to fit this new work design. How would you expect the employees to evaluate the fairness of their pay in their redesigned jobs In terms of equity theory, what comparisons would they be likely to make
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Imagine that you manage human resources for a small business. You have recently prepared a report on the market rate of pay for salespeople and the company's owner says the market rate is too high. The company cannot afford this level of pay and furthermore, paying that much would cause salespeople to earn more than most of the company's managers. Suggest three possible measures the company might take to help resolve this conflict.
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If women see a social cost to asking for more pay, how can an employer treat women fairly when making decisions about pay and promotions
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Suppose the company in Question 1 wants to establish a skills-based pay structure. What would be some advantages of this approach List the issues the company should be prepared to address in setting up this system. Consider the kinds of information you will need and the ways employees may react to the new pay structure.
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Suppose you are an HR manager for a restaurant chain. The company is concerned about rising food costs and wants to evaluate its pay policy to look for cost savings. What ethical criteria do you want to emphasize as you do so
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If you worked in the HR department of a software company that is concerned about ensuring it is complying with requirements for overtime pay, what actions would you recommend that the company take
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What are the advantages of establishing pay ranges, rather than specific pay levels, for each job What are the drawbacks of this approach
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Hiring a female candidate for less pay than a male candidate has an obvious financial advantage for the employer. What risks or negative consequences could occur as well
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Why do some employers subsidize the pay of military reserve members called up to active duty If the military instead paid these people the wage they command in the civilian market) that is, the salary they earn at their regular jobs), who would bear the cost When neither the reserve members' employers nor the military pays reserve members their civilian wage, reserve members and their families bear the cost. In your opinion, who should bear this cost - employers, taxpayers, or service members (or someone else)
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Is it ethical for business to expect employees will help cover business expenses What do you think of the argument that servers think of themselves as "self-employed "
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In today's fast-paced, high-tech, quality-driven business environment, is tracking employees hours and paying overtime a reasonable requirement Why or why not
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Summarize the way organizations use information about jobs as a basis for a pay structure.
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Imagine you are an HR manager in a company that has decided to create a formal policy for paying wage differentials and offering benefits to Army Reserve and National Guard members who are called to active duty. a. Summarize the message(s) you would communicate about this policy to the employees eligible for this pay. b. Summarize what you would communicate to all employees about this policy.
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In gathering data for its pay policies, what product markets would a city's hospital want to use as a basis for comparison What labor markets would be relevant How might the labor markets for surgeons be different from the labor market for nursing aides
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Applying the principles of equity theory, how well do these pay policies meet the criteria for fairness
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How can a carefully planned pay structure help an organization comply with legal requirements for overtime pay
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Do the companies described in this case seem to have a solid business argument for paying differentials and other benefits to reservists when they are called to active duty Why or why not
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