Palindrome Case Study

Introduction

Mission statement .................................................................. 3

Corporate goals and strategy ...................................................... 3

Human resource strategy .......................................................... 3

Compensation philosophy ......................................................... 4

Case I

Method of job evaluation .......................................................... 6

Selection of compensable factors ................................................. 6

Definitions of compensable factors ............................................... 8

Job evaluation ........................................................................ 9

Unexpected or unusual findings ................................................... 11

Standard error of estimate ......................................................... 12

Case II Description of competitive pay policy ........................................... 13

Explanation of choice of survey statistic ........................................ 14

Analysis of Wage Structure & Unique Features ................................ 15

Case III Individual pay policy ............................................................... 16

Policy for line managers ........................................................... 16

Explanation of policy for adjusting individual salaries ........................ 17

through merit increases

Explanation of any disparities between calculated salaries and ............... 17

established pay range

Explanation of individual adjustments to minimum ............................ 19

Explanation of individual adjustment after merit increase .....................20

Reference 22

Attachment A

INTRODUCTION

Qwerty Instruments Company is a large manufacturer of state-of-the-art PDAs. Its product line is geared towards providing the marketplace with proprietary software that uses the PDA environment. Over the past fifteen years, the company has grown from twenty to nearly three thousands employees. The company business strategy is one of continued expansion through internal growth by focusing on product quality and value.

Mission Statement

The mission of Qwerty Instruments is to produce and manufacture award-winning PDA hardware and software through the research and development of innovative system/products that exceed the marketplace expectation regarding quality and value.

Corporate Goals and Objectives

Our corporate goals and objectives are to increase our market share and to continuously expand through internal growth with the following implementations:

1. Developing and manufacturing products in a fiscally responsible manner and achieving business objectives by way of pursuing targeted cost-effective expansion.

2. Creating a performance-based work environment among our workforce through continued investment in our human assets in order to develop and create products that are cutting edge and add to the company's intellectual property.

3. Applying high quality HR practices within our organization in the area of talent management, leadership development, succession planning, performance management, training and development, and compensation/benefits that support Qwerty mission statements of developing innovated system products and business strategy of continued expansion through internal growth.

4. Remaining competitive in recruiting, hiring, and retaining top-notch employees by having a quality total remuneration package.

5. Increasing market share in PDA hardware and software through the development and manufacturing of high quality product and the pursuit of service excellence.

Human Resource Strategy

The purpose of Qwerty Instrument Human Resources Strategy is to align our HR functions (Recruiting, Staffing, Compensation, Benefits, Training and Development, etc.), policies and procedures to our business strategy of continued market share expansion through internal growth.

1. Build the reputation as an "employer-of-choice" among current and future employees. Human resource practices and procedures are to be geared towards attaining and maintaining "employer-of-choice" status as a primary approach to achieving business objectives.

2. Strategically invest in our human assets with the objective of developing a strong corporate culture that values workforce training and development. Such emphasis will give us a competitive advantage in terms of fostering employee loyalty, organizational commitment, and keeping turnover at a low level. Furthermore, the reputation of being committed to training existing employees to meet their full potential will improve the brand recognition of Qwerty as a company.

3. Institute performance metrics in our performance management system that links compensation to competencies that are being measured with the business objective.

4. Design and implement work and life programs that allow employees to balance personal and professional obligations.

5. Preserve our non-union status by means of human resource policies and practices that make it less attractive for employees to unionize.

6. Attract, hire, and retain a highly skilled and diverse workforce globally.

Compensation Philosophy

Compensation philosophy of Qwerty Instrument is to emphasize market competitive pay and benefits for most employees and above market pay for core positions. By working to ensure fair and competitive wages and benefits for all employees worldwide,