Reference no: EM13360094

The solution to Compensation and benefits
1. Southeastern Oklahoma State University is growing university, however, professor and employee turn over rate is becoming a major concern. They are currently working on their pay structure, should they conduct a survey for this? Support your answer.

2. CGI is planning to develop a next generation video card for gaming industry. The budget for multi-year research project is approximately 1 billion dollar. CGI is hiring from outside (Temp) and moving some internal employee (full time permanent) for the new projects. But company does not want to lose the key people or designers (software and hardware engineers) in the middle of the project. If CGI is designing the pay structure for the different work group, do they need different pay structure for internal and external employee and if they do/don't then what kind of issues needs to be resolved for these classes?

3. How can Compensable Factor Cube help to design competency based pay plan for a university?

4. Is it possible to implement merit pay for doctors in a private run hospital? What would be the impact?

5. In a very frequent employee turnover business such as a call center, what would be best possible short-term incentives to increase the quality and what should be the timing?

6. Solarium Inc. (IPO) is a two-year-old software development company. They did not provide any health benefit yet. They are planning to introduce health benefit and long term care benefit for their employees. However budgeted cost is soaring. What could be done by management do to benefits planning and design?

7. Identify and discuss potential compensation components offered to an employee of a US business who is being given the opportunity to take a job at a foreign work site.