Imagine that you have a 3-employee office/apartment management company. They have all asked for increases in base pay. Maureen, 42, is a part-time business contracts manager and secretary; she gets $2200 a month. Buzz, 28, oversees building maintenance and rentals for the 4-story family-owned business office directly above your office. He also manages nine apartment buildings within the area. He gets $4,750 a month. Margaret, 36, handles legal matters and has responsibility for resolving all escalated tenant complaints as well as evictions. She earns $6,400 a month. Respond to the following.

a. Outline a formal pay plan for your three employees using Dessler’s 5-step process. In Step 2, Job Evaluation, use the ranking method to evaluate compensable factors.

b. Describe the five (5) methods Dessler presents to perform a job evaluation, highlighting the advantages of each

Performance Management, Employee Retention, & Determining Pay Rates

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Interviewing Candidates and Training Employees

Part A

Orientation is essential in an organization. It helps existing and newly hired workforce feel welcomed, understand organization cultures, MVGOs, learn and understand what is expected of them, including their duties, tasks, and responsibilities, and set a platform for the commencement of socialization process. On the other hand, training involves teaching employees the necessary skills required to perform their jobs (Dessler, 2013). After researching training and development in five companies, namely, McDonalds, Walmart, Google, Apple, and Amazon, all share many aspects in their new hire orientation processes. All focus on welcoming new employees, introducing them to the existing workforce, and communicate corporate standards as well as expectations. Apple Company has a distinctive clapping culture to welcome its new employees while Google Company matches new hires with other employees, which form some of the unique welcoming cultures noted.

All companies have diverse training methods and programs; for instance, Google integrates employee-to-employee training under the g2g program. At the same time, McDonalds uses three levels of training: computer-based, crew membership, and managers training levels, integrating on-the-job training methods and programs (FMC, MDP, TCC, and OCC). Apple and Amazon use similar training methods, all aiming at equipping new hires with adequate skills and knowledge on task accomplishment. Finally, Walmart uses a mixture of training methods and courses; however, what stands out is that new hires tour Walmart stores and learn shelf labeling directly with courses, mostly focusing on specific areas. It is impressive how these companies integrate diverse training and development courses that are all round to ensure that new employees are equipped all round. Most importantly, these companies have focused on both employee effectiveness and alignment with corporate cultures.

Part B

A compelling new employee training and development plan outlines specific objectives, topics to be covered, and delivery methods. Companies must develop practical new employee orientation and training plans to create a positive first impression, welcome, and reduce anxiety among the employees (Torrington, 2014). Below is a training program for newly hired employees, Regional Managers in an Oil Company.

References

Dessler, G. (2013). Human Resources Management,13TH Edition. New York: Pearson Education Inc.

Torrington, D. L. (2014). Human Resource Management. New York: Pearson.