Prepare a narrated presentation using PowerPoint presentation software.You are the HR manager for a very large nonprofit organization that is planning to grow to its next phase and will need to increase its public relations. Senior leadership has asked you to develop a PowerPoint presentation that they can share with the Board of Directors that depicts a compensation model for creating a whole new public relations department of 15 diverse staff members.Starting with a Director of Public Relations and mapping down to all of the direct reports and their direct reports, design a compensation model for this department. Include the various aspects of the compensation design model (job analysis, job documentation, job evaluation, and pay structure). See the HR Guide in this week’s resources for the definitions of each of the components of a compensation system.Be sure your presentation includes a step-by-step illustration of each part of the process.Notes Length: 200-350 words for each slide to serve as your transcript. Designing Compensation SystemsCompensation is a big factor for individuals when they are seeking a job. Consider if you worked in an organization where there was a large disparity in pay among employees who did practically the same job. Or the organization was finding difficulty filling a vacancy due to compensation, while the competitor was filling the same vacancy without difficulty. Unfortunately, you may have worked or are currently working in an organization where this may be the case. This is the result of poor compensation system design. Developing a strong compensation structure allows an organization to provide competitive wages that are also equitable across the organization.Several components are included in the compensation system design process. First, a job analysis must be conducted for each job to determine the Knowledge, Skills, and Abilities (KSAs) associated with each job. Next, each job is thoroughly analyzed to identify tasks and qualifications needed for that role, and then a proper compensatory value to that role is established concerning both internal and external equity. As the appropriate analysis is completed, comprehensive job descriptions are composed, including the necessary job specifications and accompanying competencies. There are many components to consider for comprehensive job analysis. This approach enables you to accurately pinpoint how to evaluate each job in terms of performance criteria and valuation.External competitiveness is another important factor when designing compensation plans. To attract and retain employees, organizations need to know if the wages and salaries they are offering are competitive with other organizations. It also helps organizations to ensure that they maintain internal pay equity. To identify the market valuation of each job, an external evaluation can be completed to determine what the average salary is for a given position. Another method that could be deployed is remuneration surveys which can be used to gather information on starting wages and base pay rates. These surveys can be administered either internally or externally. However, if administered internally, this could give employees an opportunity to help shape the compensation structure.Additionally, the pay structure is part of the compensation design where organizations group jobs into pay grades, which are then used to group the jobs. Then, pay ranges are set for those groups. The reason for setting up pay groups is to develop a pay structure for an entire organization rather than an individual pay range for each position.There are numerous payment systems associated with different work types. For example, the most common payment systems found within an organization are hourly or salary. However, there are many ways that these types of systems can be structured, including Performance-based Systems, Merit Pay Systems, Single Rate Systems, and Flat Rate Systems.
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