A4_HRMN2821_MANIKANTAN

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Feb 20, 2024

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COMPENSATION AND RECOGNITION ASSIGNMENT - 4 DECEMBER 19, 2023 SANGEETHA MANIKANTAN T00704411

Part A: Employee Satisfaction Step 1: Research Before crafting the employee satisfaction survey, I conducted comprehensive research on three essential approaches: Likert scaling, the Minnesota Satisfaction Questionnaire (MSQ), and the Job Descriptive Index (JDI). Each of these methodologies contributes distinct perspectives to assess worker satisfaction, ensuring a nuanced and sophisticated understanding of the various factors impacting job fulfilment. Job Descriptive Index (JDI): The JDI, a renowned job satisfaction study, delves into five fundamental aspects significantly influencing employees' happiness at work. These include coworkers, labor, compensation, promotions, and supervision. The questionnaire aims to measure respondents' levels of satisfaction or dissatisfaction with these crucial elements, providing insightful information on specific areas that may impact overall work satisfaction (Castanheira, 2014). Minnesota Satisfaction Questionnaire (MSQ): David J. Weiss's MSQ offers an alternative perspective in evaluating employee happiness. It considers intrinsic fulfillment from the nature of the profession, along with extrinsic elements like pay, perks, contentment with prospects for career progression, and satisfaction with supervision. Consequently, the MSQ provides a more thorough examination of the extrinsic and internal factors influencing overall job satisfaction (University of Minnesota, n.d.). Likert Scaling: In addition to referencing well-known survey instruments like the JDI and MSQ, the questionnaire incorporates Likert scaling—a commonly used technique to measure beliefs and perspectives. Utilizing a five-point scale, respondents can numerically express their

levels of pleasure. Our questionnaire features a Likert scale ranging from 1 to 5, where 1 represents the least satisfaction and 5 the maximum (Trochim, n.d.). Creating a Comprehensive Questionnaire: The employee satisfaction questionnaire was meticulously crafted by amalgamating elements from the JDI, MSQ, and Likert scale, comprising 12 focused questions. This amalgamation ensures the survey captures the subtleties of various aspects of job satisfaction, providing a comprehensive view of how employees perceive their duties, workplace, pay, and prospects for advancement. Likert scaling facilitates quantitative analysis, simplifying the assessment of satisfaction levels for different factors. The purpose of this thoughtfully designed questionnaire is to furnish organizations with valuable information for enhancing the overall well-being and contentment of their workforce. Employee Satisfaction Survey: Evaluating Benefits Package Thank you for participating in our Employee Satisfaction Survey. Your insights are invaluable in understanding your satisfaction with your role and the benefits you receive as part of your compensation. Please answer the following questions thoughtfully and honestly. Rest assured, your responses will be kept confidential. Section 1: Job Satisfaction 1. On a scale from 1 to 5, how fulfilling do you find your current job responsibilities?  1 (Not satisfied at all)  2 (Slightly satisfied)  3 (Moderately satisfied)  4 (Very satisfied)

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 5 (Extremely satisfied) 2. How would you rate the alignment of your job role with your skills and professional aspirations?  1 (Not aligned at all)  2 (Slightly aligned)  3 (Moderately aligned)  4 (Very aligned)  5 (Perfectly aligned) 3. Do you feel recognized and appreciated for your contributions at work?  Yes  No  Somewhat Section 2: Benefits Satisfaction 1. Rate your satisfaction with the health insurance coverage provided by the organization.  1 (Not satisfied at all)  2 (Slightly satisfied)  3 (Moderately satisfied)  4 (Very satisfied)  5 (Extremely satisfied)

2. Are you aware of all the benefits offered by the organization?  Yes  No  Partially 3. How would you rate the effectiveness of communication about benefits packages?  1 (Not effective at all)  2 (Slightly effective)  3 (Moderately effective)  4 (Very effective)  5 (Extremely effective) Section 3: Enhanced Employee Well-Being Initiatives 1. Would you be interested in on-site daycare facilities as part of the benefits package?  Yes  No  Maybe 2. Do you believe that eldercare provisions would enhance your work-life balance?  Yes  No  Unsure Section 4: Overall Satisfaction

1. Considering both job responsibilities and benefits, how satisfied are you overall with your current employment?  1 (Not satisfied at all)  2 (Slightly satisfied)  3 (Moderately satisfied)  4 (Very satisfied)  5 (Extremely satisfied) Section 5: Additional Comments 1. Please provide any specific comments or suggestions regarding your job satisfaction and the benefits package offered. Demographic Information (Optional):  Department/Team:  Years with the Company:  Position/Role: We appreciate your time in completing the employee satisfaction survey! Your input is crucial in fostering a more positive work environment for everyone. Step 2: Reflection Balancing responsibilities between two distinct jobs significantly impacts my overall job satisfaction. The specifics of each position, including pay rates and unique benefits, play a crucial role in shaping my happiness at work. It's essential to delve into the details,

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considering the special perks offered, such as discounts and additional benefits, alongside varying pay rates. 1. Higher Pay Rate: Receiving a wage higher than the minimum at one of my jobs significantly contributes to improving my overall financial status. This acknowledgment not only underscores the importance of my position but also facilitates a more comfortable lifestyle, particularly considering the financial constraints faced as a student. 2. Discounts: Receiving a daily 10% discount and a substantial 20% discount annually for approximately two weeks at my nearly minimum-wage job presents a notable benefit. The extra earnings from my higher-paying job, combined with these discounts, are advantageous for effectively handling my personal expenses. The annual 20% discount contributes a flexible and appealing element to the overall compensation package. 3. Vacation Benefits: The provision of regular vacation days at my minimum-wage job is invaluable for meeting personal obligations and study commitments. This contributes to financial stability by ensuring time off from work with continued pay. In contrast, the higher-paying job offers a direct 6% vacation benefit, providing immediate financial flexibility for urgent needs. 4. Free Work Essentials: Access to work essentials at my minimum wage job goes beyond the ordinary. Every employee is provided with a company T-shirt, fostering a sense of unity and pride in being part of the team. Additionally, the company embraces a delightful tradition known as "Foodie Friday," where employees get to savor complimentary meals every Friday. These thoughtful initiatives not only

contribute to a positive work environment but also demonstrate the company's commitment to the well-being and satisfaction of its employees. In summary, my job satisfaction is significantly influenced by a combination of a higher pay rate and a comprehensive benefits package tailored to various aspects of my needs. Discounts, paid time off, and complimentary or affordable necessities demonstrate employers' understanding of the diverse demands of their workforce, contributing to an improved quality of the work environment. Choose a workplace and describe it in no more than 150 words. My present workplace, a vast retailer structured similarly to a retail conglomerate, prioritizes a joyful work environment. Emphasizing scheduling flexibility, the company allows employees to balance work hours with academic commitments. Consistent check- ins from management indicate authentic concern for staff well-being, fostering a positive atmosphere. Regular expressions of appreciation and occasional recognition initiatives elevate morale and job satisfaction. A collaborative atmosphere among department employees contributes to a welcoming and positive workplace. The company promotes continual learning through diverse opportunities. Actively seeking employee input through an annual survey showcases a commitment to ongoing enhancement. Social gatherings, such as sporadic barbecues with complimentary food, nurture a sense of community and uphold a supportive and united corporate culture. Use the questionnaire that you created in Step 1 of this assignment, and answer the questions using the context of the work setting of your choice. Section 1: Job Satisfaction

1. On a scale of 1 to 5, how fulfilling are your current job obligations? • 4 (Very satisfied) 2. How would you rate the alignment of your job role with your skills and professional aspirations? • 3 (Moderately aligned) 3. Do you feel recognized and appreciated for your contributions at work? • Yes Section 2: Benefits Satisfaction 1. Rate your satisfaction with the health insurance coverage provided by the organization. • 3 (Moderately satisfied) 2. Are you aware of all the benefits offered by the organization? • Partially 3. How would you rate the effectiveness of communication about benefits packages? • 4 (Very effective) Section 3: Enhanced Employee Well-Being Initiatives 1.Would you be interested in on-site daycare facilities as part of the benefits package? • Yes 2. Do you believe that eldercare provisions would enhance your work-life balance? • Yes

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Section 4: Overall Satisfaction 1. Considering both job responsibilities and benefits, how satisfied are you overall with your current employment? • 4 (Very satisfied) Section 5: Additional Comments 1.Please provide any specific comments or suggestions regarding your job satisfaction and the benefits package offered. Please implement a more efficient key usage system to prevent occasional loss. Step 3: Evaluation of Company Benefits Packages and Your Suggestions Upon reflection on the benefits packages provided by my minimum-wage employer, I identify certain positive aspects contributing to employee satisfaction, along with areas that warrant improvement. Positive Aspects: 1. Employee Discounts: The 20% annually and 10% anytime discounts are valuable perks, particularly for budget-conscious students, enhancing the overall compensation and job enjoyment. 2. Vacation Days and Pay: Inclusion of vacation days is commendable, offering financial support and flexibility, especially during challenging periods like exams, ensuring continued income. Areas for Improvement: 1. Base Pay: The near-minimum wage base pay is a significant drawback, making it challenging for employees to meet their basic needs.

2. Pay Discrepancy: Unequal pay between new hires and seasoned staff can lead to dissatisfaction and a sense of underappreciation among long-term employees. Suggestions : 1. Review and Adjust Base Pay: Thoroughly review the base pay structure, considering living expenses and industry standards, to enhance employee well-being. 2. Equitable Pay Practices: Implement policies ensuring fair and equal compensation structures, avoiding discrepancies in pay between new and existing employees. 3. Regular Pay Reviews: Establish a system for regular pay evaluations to keep compensation competitive and reflective of employees' contributions and market changes. 4. Communication and Transparency: Improve communication about wage decisions to promote understanding and reduce potential dissatisfaction. 5. Employee Involvement: Engage employees in discussions about perks and pay to tailor solutions that align more closely with their preferences. Addressing these issues will enhance overall employee satisfaction and retention by creating a more equitable and gratifying compensation package. Part B: Compensation Survey After an extensive analysis and considering the unique aspects of the job outlined in the job description, I have established an appropriate salary range for the position. Research Findings: My exploration of similar roles in the market revealed the following salary information: 1. $18.5/hr (Indeed, n.d.).

2. $16.75/hr (Indeed, n.d.). 3. $16.75-$19.41/hr (Indeed, n.d.). 4. $17.65/hr (Indeed, n.d.). Given that British Columbia mandates a minimum wage of $16.75 per hour, our proposed compensation appears to be competitive in the market (Minimum wage, n.d.). Position in the Salary Range : Our organizational objective is to position the salary at the 50th percentile or the midpoint. By taking this calculated approach, we ensure that our pay is competitive, aligns with industry standards, and corresponds to the significance of the position within our company. Special Aspects Adjustment : Taking into account the specificities of the job, including outdoor work, we have made the decision to offer slightly more than the minimum wage. This adjustment aims to attract and retain skilled candidates for the position, acknowledging the additional responsibilities and challenges associated with working outdoors. Conclusion: Our aim is to attract qualified candidates for the role while upholding our organization's competitiveness in the market by providing compensation in line with industry norms and considering the outdoor nature of the work. This approach not only underscores our commitment to fair compensation practices but also acknowledges the unique demands of the role. Part C: Benefits Package

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Designing an appropriate benefits package for the role involves considering the workforce's unique needs and preferences while staying within the organization's financial constraints. Here's how I would approach it: 1. Health and Dental Coverage : Ensure comprehensive health and dental insurance coverage to safeguard employees' health, covering dental treatments, prescription medications, and medical services (Dessler et al., 2019, p. 218-221). 2. Retirement Savings Plan : Implement a retirement savings plan, such as a 401(k), allowing employees to contribute a portion of their earnings towards retirement savings. Consider offering a partial employer match to encourage participation (Dessler et al., 2019, p. 223-228). 3. Paid Time Off (PTO): Provide a generous PTO policy encompassing holidays, personal days, and vacation time, fostering work-life balance and acknowledging the importance of personal freedom (Dessler et al., 2019, p. 216-218). 4. Tuition Reimbursement : Offer tuition reimbursement for courses or degree programs relevant to the line of work, promoting continuous learning and professional development for mutual benefit (Dessler et al., 2019, p. 231). 5. Employee Assistance Program (EAP):

Establish an Employee Assistance Program (EAP) to provide confidential counseling and support services to employees dealing with personal or professional challenges (Dessler et al., 2019, p. 229). 6. Wellness Programs : Enhance employee well-being through wellness initiatives that focus on stress reduction, healthy lifestyle choices, and physical exercise (Dessler et al., 2019, p. 228- 229). Benefits Structure : Create a balanced mix of mandatory and voluntary benefits. Mandatory benefits like retirement plans and health insurance ensure a baseline level of coverage for all employees, while optional benefits such as tuition reimbursement allow customization based on individual needs. Budget Considerations : Budgeting for employee benefits requires a delicate balance between cost control and offering attractive benefits. An adaptable and realistic budget, adjustable based on organizational priorities and financial capabilities, is essential. Regular reviews of benefit utilization and employee preferences can inform future budgetary decisions.

References Castanheira, F. (2014). Job Descriptive Index. In: Michalos, A.C. (eds) Encyclopedia of Quality of Life and Well-Being Research. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-0753-5_1565 [(MSQ) Minnesota Satisfaction Questionnaire]. (n.d.). University of Minnesota. https://vpr.psych.umn.edu/node/26 Trochim, W. (n.d.). Likert Scaling. Conjointly. https://conjointly.com/kb/likert-scaling/ [Minimum Wage]. (n.d.). Government of British Columbia. https://www2.gov.bc.ca/gov/content/employment-business/employment-standards- advice/employment-standards/wages/minimum-wage#:~:text=The%20minimum %20wage%20in%20B.C.,of%20June%201%2C%202023).&text=Minimum%20wage %20applies%20regardless%20of,or%20on%20an%20incentive%20basis . [Gas Station Attendant]. (n.d.). Indeed. https://ca.indeed.com/viewjob?cmp=Costco- Wholesale&t=Gas+Station+Attendant&jk=b9f79075b9abd409&q=gas+station+attend ant&xpse=SoBF67I3H46lsKWniR0LbzkdCdPP&xkcb=SoDa67M3H46owvWNpB0 LbzkdCdPP&vjs=3 [service attendant - gas station]. (n.d.). Indeed. https://ca.indeed.com/viewjob? jk=7b0658fc81740aa9&tk=1hhop9ollkc1t800&from=serp&vjs=3 [Gas Bar Associate - PT (Progress Way)]. (n.d.). Indeed. https://ca.indeed.com/viewjob? jk=ba16c887333647a6&tk=1hhop9ollkc1t800&from=serp&vjs=3 [Gas Station Attendant]. (n.d.). Indeed. https://ca.indeed.com/jobs? q=gas+station+attendant&l=British+Columbia&sort=date&vjk=0376c081c0f940de Dessler, G., Chhinzer, N., & Gannon, G. (2019). Management of human resources: The essentials plus my management lab with Pearson eText . (5th Cdn ed.). Toronto, ON: Pearson Canada.

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