Note on Compensation Strategy - 624 Words

Compensation Strategy The author of this response is asked to evaluate a job description and other details for a purchasing manager position. The three dimensions that are to be looked at are the job description itself, the performance evaluation structure and the external versus internal salary survey for that same position. An assessment of each will be offered in this report one at a time. Analysis Starting off with the job description itself, the details of the job and what is required is a little lacking. First, there is no description as to what the applicant requirements are and this is a vital part of any job description (Henderson, 2006). Also, the primary functions only take up a single sentence and that is also very lacking (Henderson, 2006). The job itself should be described in depth as well as a clear description of what is required from any applicants so as to prevent a surge of applicants that are clearly not qualified. Its going to be hard enough to sort through applicants that apply when they have no relevant qualifications or experience (Reed Bogardus, 2009). As for the increase system relative to the performance evaluation system, the details make it quite clear that raises are based on performance and not solely based on tenure. There are four levels which shows a variance between extremely good performance and performance that does not meet expectations. This sort of ladder is completely fine under the law so long as performance increases are inShow MoreRelatedJefferson Pilot: Growing the Sales Force Essay1634 Words   |  7 Pagesadvantages and disadvantages of using a career sales force versus an independent sales force? A career sales force that the company hires, trains, supervises, and compensates likely will be more loyal than an independent sales force. As the case notes, these career salespeople sell only JPF policies. 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