Nutriment is pursuing a differentiation strategy in order to create product that is not offered by their competitors. In order to successfully attract the right staff to ensure Nutriment has a competitive advantage, the company must ensure that their pay structure is competitive in the local market while also managing costs. Nutriment has different job categories that may require different pay strategies. The administrative positions only require Nutriment to match the compensation of their competitors. However, the scientists will be more difficult to attract. As such, it is likely that they will need to take a pay lead strategy for their scientist. Nutriment may also have some concerns with internal consistency of compensation as the market will likely drive them to offer the scientists pay that is significantly more than that of the administrative staff members. What are some strategic considerations in establishing a pay structure at Nutriment? Would you suggest a pay policy to lead, lag, or match the market? Explain your recommendations. Answer the following question or questions. Your analysis of the question is designed to show your understanding of assigned material. Your responses to the assignment should be a minimum of 150 words and cite at least one source. Wayne, company recruiter, is preparing to interview a promising candidate for Beco Electric. Robert is a recent college graduate who offers skills and experiences that set him apart from the other candidates. To prepare for the interview, Wayne reviews the benefits the company offers and considers which benefits he thinks Robert might have an interest in learning about. The benefits include: - Profit sharing plan with 80% deferred to retirement - Long-term care insurance - Medical and dental insurance .70% off lunch - One week of vacation, two weeks after two years - Two weeks of sick leave - 12 paid holidays - Tuition reimbursement and time-off to attend classes As the HR Professional in charge of recruiting, what would you do? What benefits would likely appeal to this candidate and why? What benefits would least likely appeal to this candidate and why? How would you sell working for your company to the candidate