compensation report final - COMPENSATION ENDTERM REPORT...

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COMPENSATION END TERM REPORT  CHALMER’S CASE STUDY  Submitted to: Ms. Kanwal Malik   1
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Submitted by: Ramsha Mansoor, Hiba Rana and Ayesha Shakil  Division of work  Plagiarism report  Ayesha Shakil Recommendations,   and literature review   Ramsha Mansoor Literature review  Hiba Rana  recommendations  Plagiarism Report For 'compensation report.docx' How does Viper work ..... ? [+] Read more.. Location Title Words Matched Match (%) Unique Words Matched Unique Match (%) Documents found to be plagiarized   - compensation-management.html What is  Compensation  Management? -  Buzzle 21 1 21 1  2
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Log in Matching Content: 1% Hewitt (2009) suggests "employees who perform better are paid more than the average performing This encourages top-performers to work harder and helps to Introduction This report is based upon a direct insurance company called Chalmers, which operates day and night with a core competency in solving problems, in a timely and flexible manner.  Their claims include “commitment to customers to deal with any sale, claim, complaint or any other query within a five day period”.  A medium sized company with 800 employees, who work in teams with a leader taking care of 15-25 staff members. These staff members include employees who work the 35 hours while the other part-time staff works from 8-25 hours.  Their compensation system is as follows “Call Centre operatives work is on a basic rate of £14,000 with the opportunity to earn individual bonuses. In the last 12 months, these bonuses ranged from zero to £8,000 with an average of £1,300. The bonuses, paid three-monthly, are related to the number of calls taken and informal measures by the supervisors of the quality of the individual’s customer relations, based on sample calls.” The aim of the report is to find solutions to the following problems in a constructive manner using help from real life examples and ultimately construct a compensation plan that Chalmers can implement directly on to their company without any delay.  The compensation plan should match the strategic goals of the company namely being flexibility, customer-responsiveness, team working, and effective communication and employee initiatives.  These problems need to be swiftly be solved as the second option would be to shift the whole call center activities to India where compensation considerations can be dealt more easily.  Difficulties in recruiting sufficient full-time staff.
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