6-2 Final Project Milestone Three: Section 2: External Competitiveness
6-2 Final Project Milestone Three: Section 2: External Competitiveness
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Instructions
Complete Section 2 (Market Data Analysis) for e-sonic.
For this milestone, you will use web-based salary sites to conduct an analysis of external market data to support your decisions about appropriate pay-policy mixes for job structures within the company.
For additional details, please refer to the
Milestone Three Guidelines and Rubric
document and the
Final Project Guidelines and Rubric
document.
Human Resources management
OL 325: Final Project Guidelines and Rubric
Overview
Acting as a recently hired compensation consultant, you will assist the burgeoning online music firm e-sonic to develop an internally consistent and market-
competitive compensation system that recognizes the achievements of individual contributors. The major portion of the project is divided into three milestones,
which will build upon the previous milestone. The milestones are submitted in Modules Three, Five, and Six. The final version of the entire project will be due at
the end of Module Seven.
Sample report outlines are included in the project text found in MyManagementLab. Each of the sections for this assignment will be submitted via Brightspace.
Outcomes
The project helps students to meet the following course outcomes:
• Students will gain an understanding of the evolution and administration of compensation and benefit programs for organizations
• Students will explore wage theory, principles and practices, unemployment security, worker income security, group insurance, disability insurance,
and pension plans and how these compensation and benefit items are balanced to provide incentive and recruitment of a high-performance
workforce
• The connection between the organization’s mission, objectives, policies, and the implementation and revision of their respective compensation and
benefit systems will be analyzed to gain a deeper understanding of the importance of such systems to the organization’s overall human resource
management
• At the conclusion of this course, students will be able to demonstrate the acquisition and application of theories and concepts that support the
enhancement and proficiency in 7 primary competencies: strategic approach, research, teamwork, communication, analytical skills, problem solving,
and legal and ethical practices
Preparation
1. Read the Building Strategic Compensation Project narrative linked in the course menu of the MyManagementLab home page. Note: Section 3:
Recognition of Individual Achievements WILL NOT be included in the course project. In addition, you will not be using the Compensation Analysis
Software shown as a resource in MyManagementlab. Instead, you will be using crowd sourced external competitive salary data from the websites listed
below in the Milestone Three area.
Milestones
Milestone One: Strategic Analysis
The development of a strategic analysis guides all decisions made regarding your compensation systems throughout the project. The strategic analysis reveals
firm-specific challenges, objectives, and initiatives that allow you to align the goals of a compensation system effectively with those of the company strategy.
The strategic analysis allows you to better understand the external market challenges e-sonic faces in addition to its internal capabilities. As a consultant, a
thorough understanding of e-sonic’s business environment allows you to better align your competitive system design with e-sonic’s goals, challenges, and
objectives. Follow the outline below when completing this portion of the project.
The strategic analysis is fully described in the MyManagementLab Building Strategic Compensation Systems casebook for faculty and students, linked in the
course menu in MyLab. Follow the explanations and outline to complete this milestone.
Strategic Analysis Outline:
1. Executive Summary (Concisely conveys the project objectives and main findings. The executive summary is completed last, but included first in the
strategic analysis.)
2. Strategic Analysis
a) Identification of e-sonic’s industry based on the North American Industry Classification System (NAICS)
b) Analysis of e-sonic’s external market environment
i. Industry Profile
ii. Competition
iii. Foreign Demand
iv. Long-Term Industry Prospects
v. Labor-Market Assessment
c) Analysis of Internal Capabilities
i. Functional Capabilities
ii. Human Resource Capabilities
Each section of the final project should be 5–7 pages in length. The Strategic Analysis section is due at the end of Module Three. It will be graded with the
Milestone One Rubric.
Milestone Two: Section 1: Internally Consistent Job
Structures
Section 1 introduces you to the specification of internally consistent job structures. Through writing job descriptions, the development of job structures, and
both the development and implementation of a point evaluation method to quantify job differences objectively, you build the framework for internal equity.
In Section 1, you will focus on building an internally consistent compensation system. An internally consistent compensation system design will clearly define the
relative value of each e-sonic sample job, creating a job hierarchy and an objective rationale for pay differences.
As an e-sonic consultant, you are offered a sample of e-sonic jobs in Section 1. Currently, e-sonic employs 100 people and will be hiring many more. However, for
the purpose of this simulation, you are asked to work with the sample of four jobs offered (see Appendix 2 for sample jobs, located in the MyManagementLab
project tab). Limiting the number of jobs removes one level of complexity from the simulation and allows you to focus on learning the functions of compensation
system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e-sonic positions.
Section 1 Outline:
1. Create Job Descriptions
2. Create Job Structures
3. Build Point Evaluation Method
a) Select benchmark jobs.
b) Choose compensable factors based upon benchmark jobs.
c) Define factor degree statements.
d) Determine weights for each compensable factor.
4. Calculate Point Values for e-Sonic Jobs
a) Determine point value for each compensable factor.
b) Use the job evaluation worksheet to calculate point values for each position.
c) Distribute points for each compensable factor across degree statements.
d) Rate jobs using point method.
e) Individually rate jobs to ensure reliability.
f) Resolve any discrepancies in point totals.
g) Rank jobs in each job structure according to results of your point evaluation.
Each section of the final project should be 5–7 pages in length. Section 1: Internally Consistent Job Structures is due at the end of Module Five. It will be
graded with the Milestone Two Rubric.
Milestone Three: Section 2: External Competitiveness
Section 2 shifts your focus outside the company to compare pay rates of positions inside the firm with similar positions in the external market place. The shift to
outside the company will move you away from the previous focus on e-sonic’s internal consistency to external competitiveness. Conducting an analysis of
external market data will support your decisions about appropriate pay-policy mixes for job structures in the company.
In section 2 of Milestone Three, you will be introduced to tools compensation professionals use to allocate total compensation within job structures. Total
compensation includes base pay, benefits and varied incentives used to attract and retain employees. During the simulation you will use some of these tools to
develop pay policies for each e-sonic job structure.
In order to conduct your external market survey you will use web-based salary sites developed by the US Bureau of Labor Statistics and Glassdoor.com. These
websites develop salary pay ranges based off of actual pay data from professionals working in specific jobs and potentially represent the most current pay for
the job titles at e-sonic. For your final project, you will follow the steps outlined below:
https://www.bls.gov/bls/blswage.htm
https://www.glassdoor.com/Salaries/index.htm
Section 2 Outline:
Executive Summary Findings
1. Determine Appropriate Pay-Policy Levels for E-sonic Jobs
2. External Market Review
a) Research market competitiveness using the free salary websites listed above, which provide salary data by title and region.
b) Research trends about cost of living adjustments in e-sonic locations. Apply some discussion around leading, lagging or matching the market to
the salary data you found in your market salary research. We are assuming that the salary research you are using is similar to benchmark jobs. As
such, you can also incorporate the discussion of whether jobs you researched would match the benchmark jobs or require more or less
experience and talent than the benchmark job.
c) Update salary data for inflation using CPI-U.
3. Implementation of Salary Survey Results
a) Create pay grades and ranges by integrating external market data with internal pay grades.
b) Evaluate and summarize decisions made for each job structure.
Each section of the final project should be 5–7 pages in length. Section 2: External Marketplace is due at the end of Module Six. It will be graded with the
Milestone Three Rubric.
Final Submission:
The final project is due at the end of Module Seven. This version will include all revisions based on feedback from your instructor to the Executive
Summary/Strategic Analysis, Section 1: Internally Consistent Job Structures, and Section 2: External Competitiveness. It should be prefaced with a 1–2-page
historical perspective on compensation and close with a 1–2-page summary of how you used strategic approach, research, communication, analytical skills, and
problem-solving to present a compensation package tailored for e-sonic. Each section of the final project should be 5–7 pages in length. This submission will be
graded with the Final Project Rubric (below).
Final Project Rubric
Requirements of submission: Each section of the final project must follow these formatting guidelines: 5–7 pages per section, double spacing, 12-point Times
New Roman font, one-inch margins, and discipline-appropriate citations.
Critical Elements Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) Value
Historical
Perspective
Meets “Proficient” criteria and
includes pertinent facts that
demonstrate a sound grasp of
the historical perspective
Describes compensation in the
U.S., including several facts
from a historical perspective
Describes compensation in the
U.S., including facts from a
historical perspective, but may
have gaps in the chronology
Does not present a historical
perspective of compensation in
the U.S.
10
The Strategic
Analysis
Provides in-depth analysis that
includes an executive summary
and the strategic analysis with
all of the elements of the
outlines provided in the Building
Strategic Compensation Project
documentation, demonstrating
a complete understanding of all
concepts
Provides in-depth analysis that
includes an executive summary
and the strategic analysis with
most of the elements of the
outlines provided in the Building
Strategic Compensation Project
documentation
Provides an analysis that
includes an executive summary
and the strategic analysis with
some of the elements in the
outlines provided in the Building
Strategic Compensation Project
documentation
Does not provide an analysis
that includes an executive
summary and/or the strategic
analysis with elements in the
outlines provided in the Building
Strategic Compensation Project
documentation
20
Section 1: Internally
Consistent Job
Structures
Provides in-depth job structures
with all of the elements of
Section 1 of the Building
Strategic Compensation Project
documentation
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
Compensation Project
documentation
Provides most job structures
with some of the elements of
Section 1 of the Building
Strategic Compensation Project
documentation
Does not provide job structures
with elements of Section 1 of
the Building Strategic
Compensation Project
documentation
25
Section 2: External
Competitiveness
Provides in-depth market
competitiveness report with all
of the elements of the outline
provided in Section 2 of the
Building Strategic Compensation
Project documentation
Provides market
competitiveness report with
most of the elements of the
outline provided in Section 2 of
the Building Strategic
Compensation Project
documentation
Provides market
competitiveness report with
some of the elements of the
outline provided in Section 2 of
the Building Strategic
Compensation Project
documentation
Does not provide market
competitiveness report with
elements of the outline
provided in Section 2 of the
Building Strategic Compensation
Project documentation
25
Summary Presents a 2-page summary
explaining in depth use of
strategic approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic
Presents a 1-2-page summary
explaining use of Strategic
Approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic
Presents a 1-2-page summary
explaining use of some of the
elements such as strategic
approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic
Does not present a summary
explaining use of strategic
approach, research,
communication, analytical skills,
and problem-solving to present
a compensation package
tailored for e-sonic
10
Writing
(Mechanics/
Citations)
No errors related to
organization, grammar and
style, and citations
Minor errors related to
organization, grammar and
style, and citations
Some errors related to
organization, grammar and
style, and citations
Major errors related to
organization, grammar and
style, and citations
10
Total 100%
OL 325 Milestone Two Guidelines and Rubric
Section 1: Internally Consistent Job
Structures
Section 1 introduces you to the specification of internally consistent job structures. Through writing job descriptions, the development of job structures, and
both the development and implementation of a point evaluation method to quantify job differences objectively, you build the framework for internal equity.
In Section 1, you will focus on building an internally consistent compensation system. An internally consistent compensation system design will clearly define the
relative value of each e-sonic sample job, creating a job hierarchy and an objective rationale for pay differences.
As an e-sonic consultant, you are offered a sample of e-sonic jobs in Section 1. Currently, e-sonic employs 100 people and will be hiring many more. However, for
the purpose of this simulation, you are asked to work with the sample of four jobs offered (see Appendix 2 for sample jobs, located in the MyManagementLab
project tab). Limiting the number of jobs removes one level of complexity from the simulation and allows you to focus on learning the functions of compensation
system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e-sonic positions.
Section 1 Outline:
1. Create Job Descriptions
2. Create Job Structures
3. Build Point Evaluation Method
a) Select benchmark jobs.
b) Choose compensable factors based upon benchmark jobs.
c) Define factor degree statements.
d) Determine weights for each compensable factor.
4. Calculate Point Values for e-Sonic Jobs
a) Determine point value for each compensable factor.
b) Use the job evaluation worksheet to calculate point values for each position.
c) Distribute points for each compensable factor across degree statements.
d) Rate jobs using point method.
e) Individually rate jobs to ensure reliability.
f) Resolve any discrepancies in point totals.
g) Rank jobs in each job structure according to results of your point evaluation.
The Internally Consistent Job Structures section is fully described in the MyManagementLab Building Strategic Compensation Systems casebook for faculty and
students, linked in the MyLab course menu. Follow the explanations and outline to complete this milestone. Section 1: Internally Consistent Job Structures is
due at the end of Module Five.
Rubric
Requirements of submission: Each section of the final project must follow these formatting guidelines: 5–7 pages, double spacing, 12-point Times New Roman
font, one-inch margins, and discipline-appropriate citations.
Critical Elements Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) Value
Section 1: Internally
Consistent Job
Structures
Provides in-depth job
structures with all of the
elements of Section 1 of the
Building Strategic
Compensation Project
documentation
Provides all job structures with
most of the elements of Section
1 of the Building Strategic
Compensation Project
documentation
Provides most job structures
with some of the elements of
Section 1 of the Building
Strategic Compensation Project
documentation
Does not provide job structures
with elements of Section 1 of
the Building Strategic
Compensation Project
documentation
50
Integration and
Application
All of the course concepts are
correctly applied
Most of the course concepts
are correctly applied
Some of the course concepts
are correctly applied
Does not correctly apply any of
the course concepts
20
Critical Thinking Draws insightful conclusions
that are thoroughly defended
with evidence and examples
Draws informed conclusions
that are justified with evidence
Draws logical conclusions, but
does not defend with evidence
Does not draw logical
conclusions
20
Writing
(Mechanics/
Citations)
No errors related to
organization, grammar and
style, and APA citations
Minor errors related to
organization, grammar and
style, and APA citations
Some errors related to
organization, grammar and
style, and APA citations
Major errors related to
organization, grammar and
style, and APA citations
10
Total 100%
Running Head: JOB COMPENSATION AND MIXES
1
Executive Summary
JOB COMPENSATION AND MIXES 2
The paper discusses the company profile for the e-sonic Company, which falls under the
Computer Manufacturing industry. It further details several factors that impact its businesses
externally. Some of the factors discussed are competition, innovation, technological change, the
impacts of international piracy, and human resources. The paper compares the various
compensation strategies for leading companies like Amazon and eBay. It proposes that the
e-Sonic Company can overcome the external obstacles through the right job mixes and good pay
for its employees.
Milestone 3, Section 2: External Factors
JOB COMPENSATION AND MIXES 3
E-Sonic is a company located in Rosh Haayin, Israel. It is part of the computer
manufacturing industry. It has a total of 25 employees across all its locations. The Company
generates revenue of about three million in sales. It falls under the computer manufacturing
industry and deals with electronic computer system software development. The study aims to
look at all the marketing conditions externally and develop a compensation program for all the
employees who work within the Company.
External Factors
External factors have tangible impacts on the compensation strategy at the Company. The
online music industries have been affected by numerous challenges, including illegal music
downloads and international piracy, which has forced the e-music company’s profit to decline
(Berg et al., 2007). Also, innovation has been defining for the online music industries.
Companies like Amazon have been able to expand their market share solely because of their
innovative strategies. Apart from innovation, competition has been phenomenal for the e-music
industries. Competition has been intensified by the ever-evolving technology, making access to
technological products easier. Further, technological advancements have led to increased markets
because of the increased internet connectivity around the world. Most people now own
smartphones or have access to one. Lastly, human resource has also affected the success of the
e-music industry.
a. Competition from other Firms
Competitiveness in the e-music industry has rapidly increased. Some of the prominent
industry companies are Amazon, iTunes, Dell, and eBay. Competition in the e-music sector has
increased due to the reduction in the cost of retailing physical music devices such as the Discs.
Also, the price for paying suppliers and different employees working in the various retails has
JOB COMPENSATION AND MIXES 4
subsided. Overall, when the internet is used correctly, it allows the companies to reduce the
physical retailing cost of the physical music media (Berg et al., 2007). In realizing the many
profits that come with online music sales, the industry’s leading companies have launched
several strategies to attract consumers to their companies. Competition has been fuelled by the
e-music giant companies like Amazon and all small companies like Napster. With increasing
technological developments, some companies can readily acquire computers and other
technological devices at relatively low prices (Berg et al., 2007). Such companies have affected
the market because they offer downloads of music to customers freely. The free download has
been a challenge to e-Sonic Company since it has primarily intensified competition. Consumers
can listen to music on the internet and download them and store them on mobile devices for
future use. Therefore, the competitive nature of the e-music industry as a result of new
companies offering free download music industry has affected the businesses of e-Sonic. Apart
from the free download, some companies like Amazon and eBay have an established marketing
strategy that ensures consumer loyalty, making it difficult for e-Sonic to get new customers.
b. Technological Change
Another external factor that affects e-sonic Company is technological change. Since the
1990s, technology has rapidly evolved, and contemporarily, there are new products in the market
that support the e-music industry (Berg et al., 2007). For instance, many people around the world
have smartphones that can connect to the network, unlike before. Thee-sonic Company needs to
tap into the market through various favorable marketing strategies to utilize the expanded
market. Internet connectivity around the world has also been increased, which implies that most
people can now connect to the internet and purchase e-music. Therefore, the technological
JOB COMPENSATION AND MIXES 5
improvement that has been witnessed over the years provides an opportunity for e-sonic to
expand its markets and attract new customers.
c. Innovation
Innovation is another key that drives success for the e-music industry. The success of
e-music depends on how much the companies give to consumers during business transactions.
For instance, in 2018, Amazon music launched innovative Alexa features (TelecomDrive
Bureau, 2018). The available voice feature is found only on Amazon Prime music in its mobile
app and Echo family devices. With the innovation, amazon users use voice instead of words to
play their favorite songs at convenience (TelecomDrive Bureau, 2018). The innovation has had
significant impacts on Amazon’s marketing strategies as it has enhanced access to Amazon
music. The eBay company has also engaged in various innovation programs that have propelled
the Company to become one of the world’s largest online music shops. Hence, for the e-Sonic
Company, innovation is inevitable since the external markets are mainly being influenced by
innovation.
d. Identifying a Market Niche
Moreover, another external factor that affects the e-music industry is the focus. Focus
refers to specializing in one key feature and delivering the best on it. For instance, the e-music
sector could focus on providing cultural music that only covers a specific region. Still, the
Company could provide music with a global following (Berg et al., 2007). The strategies for
each of the pieces focus on the global one demanding more techniques to compete for markets
with other companies offering e-music. Focus helps the Company to serve a small segment
efficiently and effectively. For instance, if the e-Sonic Company focuses on providing music in
high demand by the youth, it could give very efficient and effective music experiences for the
JOB COMPENSATION AND MIXES 6
youth (Berg et al., 2007). On the other hand, if the Company only focuses on cultural music, it
will provide the best experience for the people from the respective culture. The result will be
increased utilization of the available markets, and thus, high sales volume increased consumer
loyalty and sales volume.
e. International Piracy
The main external factor affecting the success of e-sonic is international piracy
and illegal music download. Global piracy is robbery or access of online music without
authorization from the Company. Therefore, some people have accessed e-Sonic online music
without payment, making the Company operate at a loss. Another challenge has been the illegal
download of the music. Online companies earn profits when clients pay for music downloads.
However, if they do not pay for the download, the online music industry’s sales revenue
decreases.
Further, illegal music download could have implications on the general sales volume.
That is because the freely downloaded music could be shared with clients at relatively lower
prices than the usual download prices. Therefore, international music piracy and illegal
download impacts the way e-Sonic should pay other employees
f. Human Resource and Compensation
Human resource is another essential element that defines the success of e-music
industries. Human resource is needed to deliver on the company objectives in the
market.
Consequently, the employees have to be fully skilled in the industry to offer quality service to the
customers and drive innovation. Some of the e-music industry jobs are software development
engineers, quality assurance engineers, finance managers, project managers, and music
publicists. The human resource has to be motivated through good pays (Hawke, 2017). For
JOB COMPENSATION AND MIXES 7
instance, the Amazon Company pays its employees an average of $53000 to $62000 annually
(‘Amazon Music Salaries,’ n.d). The average pay for the employee at eBay is around $127000,
which is far above the employees at Amazon. On the other hand, the employee salary at e-sonic
is below that of Amazon and eBay.
Compensating Employees at E-Sonic
After analyzing the human resource and their compensation in the standout companies in
the same industry with e-Sonic, it is indisputable that the Company needs to find new ways to
compensate the employees. A good employer is willing to compensate the employees for their
excellent work at the Company (Hawke, 2017). Therefore, the e-sonic Company needs to raise
the annual pay for its employees to match those of other industry companies (Hawke, 2017).
Introducing paying rise will positively impact the competitiveness of the e-Sonic Company at it
will encourage the staff to put that extra effort. It will also increase innovation and expand its
market.
Conclusively, the e-music industry is affected by international pirating, competition,
human resources, and innovation. To expand its market within and abroad, e-Sonic Company
needs to motivate its employees by enhancing compensation. Like other companies, it should
source employees with diverse expertise to tap into the new markets.
JOB COMPENSATION AND MIXES 8
References
Amazon music salaries.
(n.d.). Glassdoor. https://www.glassdoor.com/Salary/Amazon-Music-Salaries-E6036_D_
KO7,12.htm
Berg, A., Fransson, J., & Sorendal, F. (2007). Competitiveness in the Music
Industry [Unpublished doctoral dissertation]. Jonkoping.
Hawke, S. (2017, February 14). E-sonic compensation
project. HubPages. https://discover.hubpages.com/business/e-Sonic-Compensation-Proje
ct
Telecomdrive Bureau. (2018, August 29). Amazon Prime Music launches innovative voice
controls powered by Alexa. Telecom
Drive. https://telecomdrive.com/amazon-prime-music-launches-innovative-voice-controls
-powered-by-alexa/
https://www.glassdoor.com/Salary/Amazon-Music-Salaries-E6036_D_KO7,12.htm
https://www.glassdoor.com/Salary/Amazon-Music-Salaries-E6036_D_KO7,12.htm
https://discover.hubpages.com/business/e-Sonic-Compensation-Project
https://discover.hubpages.com/business/e-Sonic-Compensation-Project
Amazon Prime Music launches innovative voice controls powered by Alexa
Amazon Prime Music launches innovative voice controls powered by Alexa
JOB COMPENSATION AND MIXES 9
JOB COMPENSATION AND MIXES 10
1
Internally Consistent Compensation System at E-Sonic
Internally Consistent Compensation System at E-Sonic
Caroline Oti
Internally Consistent Compensation System
Following constant and maximum thoughts and conclusions, four jobs have been
developed according to great interest in them. The position of an office manager is of much
responsibility and keeps normal operations of the organization running. From the office manager,
the executive assistant follows in rank but their functions are quite many as substituted by the
administrative assistant. As a person who is actively serving in law enforcement duties, I have
not really seen such positions in the workplaces I’ve served in, although I deeply believe there is
a similarity of such positions with those in the sectors I have served. Choosing the administrative
assistant was driven by the fact that there is a close relation to my past jobs. The position of a
copy writer is the last that I chose which is an interesting position (Joseph, M., 2015).
Writing job descriptions requires much knowledge and is as well an important skill for all
professions. There is need for E-Sonic to develop absolute descriptions of every job they post
and make sure that marketing is easy as well as promoting the brand name E-Sonic (Glassdoor,
2018). Below, is a list of summaries of different jobs, duties of every job, and specifications of
work for every position within E-Sonic. The list consists of the office manager then, the
2
Internally Consistent Compensation System at E-Sonic
administrative assistant followed by the executive assistant, and ends with the copy writer all in
the order of ranking from the highly to the lowly ranked.
Job Descriptions
� Office Manager:
Summary of the Job: The office manager has the responsibility of organizing and
prioritizing all daily operations to motivate productive operations within E-Sonic’s
office settings.
Job duties: Must ensure that all of the equipment including fax machines, copiers, and
computers are regularly and well maintained. Also, maintenance of the budget in the
office and realizing any opportunities that save overhead costs, are the responsibilities
of the office manager.
Specifications of Work: As the office manager, one must possess a diploma from a
recognized high-school as a minimum and basic knowledge in management as well as
be familiar with the methods of managing professional office settings.
� Administrative Assistant:
Summary of the Job: This employee is entitled with management of E-Sonic’s clerical
tasks that arise every day.
Job duties: Must have special skills especially in multi-tasking, interpersonal skills are
also a requirement, and must be able to effectively perform in a vigorous environment
of the profession that experiences constant changes.
Specifications of Work: Must be a holder of at a minimum a recognizable high-school
diploma, although a college degree is more desirable. Records keeping skill is a
requirement for this position.
� Executive Assistant:
Summary of the Job: The executive assistant handles the tasks delegated by the
administrative assistant and other tasks within the office.
Job duties: This employee is entitled with the execution of clerical duties and analysis
of data for presentation purposes and decision making by the management of E-Sonic.
3
Internally Consistent Compensation System at E-Sonic
Specifications of Work: To successfully perform as the executive assistant, one must
have an experience for a minimum of five years as an executive in a closely similar
profession. A recognizable college degree is also a requirement.
� Copy Writer:
Summary of the Job: In this position, a copy writer comes up with marketing
advertisements both in hard copies or online for the promotion of E-Sonic’s music
platform that enable online streaming.
Job duties: The responsibilities are editing ads to a clear, relatable and concise format
that the potential consumers understand with ease. Also, they should be able to develop
marketing strategies that can be incorporated for production. They should as well advice
the management on pitch ideas in marketing.
Specifications of Work: A degree (four year in college) is the minimum requirement
for this position. The specialization should be in advertising and marketing. A portfolio
must be provided of the completed tasks of marketing products through ads.
Job Structures
Administrative
Positions
Customer Service
Software
Handling
Marketing
Office Manager
Customer Service
Director (DCS)
Software
Development
Director (DSD)
Chief Marketing
Officer (CMO)
Administrative
Assistant (AS)
Customer Service
Specialist (CSS)
Software Project
Manager (SPM)
Marketing Director
(MD)
Executive Assistant
(EA)
Customer Service
Manager (CSM)
Software Engineer
(SE)
Market Research
Analyst (MRA)
Office Assistant
(OA)
Customer Service
Agent (CSA)
Software testing
Specialist (STS)
Creative Director
(CD)
(Martocchio, 2016)
4
Internally Consistent Compensation System at E-Sonic
Build Point Evaluation Method
Coming up with the market rates for the mentioned positions in the organization
is important since through them, decisions on hiring, payments, promotions, pay rises
and compensations are planned. The chosen jobs will be evaluated and the for the
administrative assistant position, internal benchmarking is applicable since it is easy in
terms of research and application, the organization’s management will be in a position
of matching all of the assistants against job performance (Joseph, M., 2015)
Competitive benchmarking is essential for the Copy Writer’s position since it will
allow comparison of similar products as well as systems provided by other companies
like Spotify and Pandora. The office manager position as well as the one for the
executive can be evaluated or benchmarked easily through functional benchmarking
because through it, similar practices or functions in the industry can be compared to
those in E-Sonic
(Martocchio, 2016).
The compensational considerations are the evaluations in the jobs where pay rates
can be created by professionals (Martocchio, 2016). There are specialists who based on
two considerations decide on different compensation aspects. The considerations are:
Job relation that describes a distinct job which must showcase the work. The other
consideration is what influence can promote the tactics of the organization.
Nonetheless, evaluation of the values as well as objectives of E-Sonic is the best way of
defining compensable factors (Martocchio, 2016).
Factor Degree Statements
These statements are developed around, working conditions, skills, and
accountability levels. The skills are based on technical, personal skills, managerial
expertise or knowledge, and experience at work. E-Sonic requires that the employees
stand accountable on the mandate of coming up with decisions as well as performance
where applicable. The organization is firmly devoted to the creation of an online
platform of music streaming that not only meets the expectations of customers but its
own are also considered (Joseph, M., 2015).
5
Internally Consistent Compensation System at E-Sonic
Calculation of Point Values for E-Sonic Jobs
Compensable Factor
(CF)
Relative Value (%)
Total Points
Achievable
Total Points for
every
Compensable
Factor (CF)
Management/
Administrative
expertise
40 1250 1250 * .40= 500
Time Management 30 1250 1250 * .30= 375
Oral/Writing 20 1250 1250 * .20= 250
Computer
Application
Knowledge
5 1250 1250 * .5= 62.5
Financial Analysis
Skills
5 1250 1250 * .5= 62.5
(Martocchio, 2016).
Compensable
Factor (CF)
Relative
Value
(%)
Total Points
for every
Compensable
Factor (CF)
Maximum
1 2 3 4 5
Management/
Administrative
Expertise
40 500 100 200 300 400 500 500
Time
Management
30 375 75 150 225 300 375 375
Oral and or
Writing
20 250 50 100 150 200 250 250
6
Internally Consistent Compensation System at E-Sonic
Computer
Literacy
5 62.5 12.5 25 37.5 50 62.5 62.5
Financial
Investigation
Skills
5 62.5 12.5 25 37.5 50.0 62.5 62.5
Totals 100% 1250 250 500 750 1000 1250 1250
(Martocchio, 2016)
For the Administrative Assistant: 200 + 200 + 37.5 + 25 = 462.5
For the Executive Assistant: 375 + 50 + 250 + 62.5 + 62.5 = 810
Positions Ranking at E-Sonic According to the Results of Point Evaluation
The table below can be reviewed applying the point method for ranking positions at
E-Sonic.
Administrative Customer Service Software Marketing
Office Manager
(1200)
Customer Service
Director (DCS)
(1100)
Software
Development
Director (DSD)
(1250)
Chief Marketing
Officer (CMO)
(1250)
Executive Assistant
(EA)
(810)
Customer Service
Specialist (CSS)
(862.5)
Software Project
Manager (SPM)
(862.5)
Marketing Director
(MD) (1112.5)
Administrative
Assistant (AS)
(462.5)
Customer Service
Manager (CSM)
(610)
Software Engineer
(SE)
(800)
Market Research
Analyst (MRA) (750)
Office Assistant
(294.5)
Customer Service
Agent (CSA) (380)
Software testing
Specialist (STS)
(640)
Creative Director
(CD)
(930)
7
Internally Consistent Compensation System at E-Sonic
References
Purba c. B & Wachyuni i. &. (2020). The reactions over employee engagement viewed from
compensation organizational justice, work-life balance and mediated by job satisfaction
variable.
Barcelona, D, & Joseph, M. (2015). Strategic Compensation A human resource management
approach (10th ed.). Pearson Education.
(2018, June 4). Glassdoor Job Search. Find the job that fits your life. Writing job Descriptions
Best Practices. Retrieved December 3, 2018.
from http://www.glassdoor.com/employers/blog/5-tips-on-writing-great-job-descriptions/
Martocchio, J. J. (2016). Strategic Compensation: A Human Resource Management Approach,
Student Value Edition. New York: Prentice Hall.
http://www.glassdoor.com/employers/blog/5-tips-on-writing-great-job-descriptions/