1:15 $39 lit till -. Objectivespdf IQ @ Lead the market in quality and cost of products produced Comply with all employee-related laws and regulation Provide a transparent and open culture Provide opportunities for employees to contribute to the problem-solving process and thereby improve productivity Positions identied Financial and investment analysts Financial managers Strategic Statement: Emphasize on performance and reward desired behavior The company's focus on this area will help in higher quality and productivity of employees which support the mission. This will also ensure employees focus on contributing to the organisation. Properly set objectives will bring in fairness. Employee contribution Strategic Statement: Develop employer brand through investment in learning Focus on a learning organization will enable the employees to contribute to problem solving as they expand their knowledge and are able to understand business environments. This will also support to improve quality of products. This culture will also create a more open culture in the organization and will differentiate the employees from external markets, giving the company a competitive edge. This will also show that the management cares for it employees as learning is valuable. External alignment, Objective alignment and Management Strategic Statement: Control costs and keep the compensation budget under check To minimize the cost in consideration to all legal and regulatory requirement of pay and to match pay bands to industry rates but to maintain the budgets by recruiting required number of staff and in sourcing. Internal alignment Strategic Statement: Become market leader for total experience Focus on the experience of employees and not the only the pay to provide a wholistic experience that employees can thrive in. this could bring in scheme such as cross functional groups to problem solving. Internal alignment Strategic Statement: Clear communication channels to promote pay structures The communication of these objectives and reward strategies will create a more transparent and open culture where employee know exactly what they need to do to be rewarded. Management 1:16 0:17 Ye 491 Sukhman C Today, 7:20 AM Part III: Employee Contributions - Determining Individual Pay Part Ill finally brings people into the pay equation. So far in the Case, you have determined the relative worth of several jobs and what the market is currently paying for these jobs. This part of the Case deals with identifying a pay system that recognizes the contribution of employees. Factors to consider include the relative performance between employees, how such performance is to be measured, and how these differences are to be rewarded. After this has been determined, pay techniques can be developed that will support the company objectives and positively impact employees' behaviours with respect to performance. In 500 words or less, recommend an Appraisal Format and support your recommendation by referring to the appropriate motivational theory and how the format will support the company objectives or impact employees' behaviours. Be sure to also discuss the advantages and disadvantages of the format selected. In 200 words or less, recommend an average merit increase for the next fiscal year, expressed as a percentage of total payroll (i.e., 1.5%). Provide supporting documentation and a rationale for this increase. In 300 words or less, recommend and provide a rationale for at least two (2) additional pay techniques including any group, individual or pay for performance components. Appraisal Format: Appraisal Format Motivational Theories Strengths / Weaknesses Ranking Maslow, Herzberg, Relative differences in performance not ........ identified. Linkage to objectives is weak