Staff And Compensation Planning Process

Name: Edrick Alleyne

Grand Canyon University: Human Resource

4/10/17

Staff and Compensation Planning

Type: Family Business

Size: Small Business

Sector: Flower Shop

Funding: Investors/Lenders Stakeholders:

Employees

Decision makers:

Owners

Formal organization:

LLC

Human Resources Department:

Pay-for service arrangement: PEO

Stage in Organizational Lifecycle:

Birth

Hiring/Succession Plan:

¥ Candidates Evaluation –

• Posting open positions on career sites to solicit resumes and employment applications.

• Pre-screening to eliminate candidates who do not meet the basic requirements of the position.

• Using a preliminary assessment to screen out those who lack the desired level of skills and competencies for the job.

• Performing an

To expand services and buy out competitors the company needs to brand themselves further so the company shows its capable of expansion and providing and fulfilling the needs of every customer. The goal is to find a marketing manager who can decrease the spending on advertising but increase the social media presence across all networks. This will help stay connected to customers and keep them in the loop with all company changes and deals. The method of recruitment is “targeted”. Looking for those who know how to deal with social media networks which will lower the cost but reach much more cliental. This will also help with customer service because customers can contact the owners when faced with a problem. The recruitment resources will be online based sites like ziprecruiter and etc. reaching out further then your usual newspaper bringing in a diverse amount of applicants. For the new employee orientation, the company will use and encourage exploratory learning. This is where you let them explore and learn but at the same time give structure that will guide their exploration in the orientation. This allows the new employee to become creative and use their

The Flower Shop salary ranges are set at the midpoint of salary ranges for similar positions in the marketplace. Individual employee salaries are set within the job salary range, based on their job performance and competency and the salary budget available. On hire into the job, salary is determined based on skills, knowledge and experience in relation to the job requirements and the anticipated level of performance. Annual adjustments are assigned based on performance and competence relative to the position and assigned objectives, and as budget allows. It is the managers job to communicate pay policies and make sure new employees understand the policy full. An employee benefits by understanding how pay is determined, because a sound policy that is consistently administered creates a sense of fairness. Also the owners must keep the managers in the loop of any changes so they can let the staff know so they are on the same page with company information.

Diversity Management Policy:

• Respectful communication and cooperation between all employees.

• Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

• Work/life balance through flexible work schedules to accommodate employees’ varying needs.

• Employer and employee contributions to the communities we serve to promote a greater understanding and respect