Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Population and Sample
The population and sample in this study is as of yet, undetermined and will be decided at a later date.
Research Design
The research design in this study is as stated previously of a qualitative nature and of the nature that will ensue with an extensive review of the literature in this area of knowledge in order to ascertain the primary findings in previous research in this area of study. Secondly, the research proposed in this study is for a survey of employees of an organization for the purpose of determining the importance of employee compensation and benefits in maintaining satisfaction among employees and for the purpose of employee retention.
Instrumentation and Data Collection
The data in the research proposed herein will be collected through distributing surveys among employees in an organization that will participate in this study. The survey will have 25 questions and respondents will be asked to respond by stating a number between 1 and 5 with one representing 'strongly agree' and 5 represent 'strongly disagree' in a Likert-type survey.
Data Analysis
Analysis of the data in this study will involve the scoring of employee responses to the 25 questions in this study that is proposed for research.
Time Schedule
The proposed time schedule for this study is a period of six weeks which will be utilized for the purpose of reviewing the literature in this area of study and for the purpose of organizing, developing, preparing, distributing, administering, and scoring the employee surveys as stated in this proposal for research.
Resources Needed
Resources required for the conduction of this survey include paper and printing supplies as well as travel expenses to and from the organizational job site.
Personnel
Personnel required for the conduction of the research as stated herein will be the researcher and one assistant.
Budget
The research proposed herein will require only a very minimal amount of funding.
Needed assurances/clearances
Respondent/participants in this study will be asked to sign an informed consent form. This informed consent form is attached at the end of this proposal research in the section labeled 'Appendix a'. This form provides authorization and waiver form by the participant/respondents for their participation in this study and authorizes the researcher to use the answers provided in the response to the survey by all participants in this study.
Appendix 'A'
Informed Consent
Employee Benefits and Compensation Study
You are being asked to participate in a research study about employee compensations and benefits. You were selected as a possible participant because you are employed by the organization that has agreed to participate and respond in this study. Please read this form and ask any questions that you may have...
In any sort of report we might publish, we will not include any information that will make it possible to identify a participant. Research records will be kept in a locked file, and access will be limited to the researchers.
Voluntary Nature of the Study
Your participation is voluntary. If you choose not to participate, it will not affect your current or future relations with the researchers, your organization of employment and there is no penalty or consequences for failing to participate in this study.
Contacts and Questions
The researchers conducting this study are [Responsible Investigator] and [Co-Investigator(s)]. You may ask any questions you have now. If you have any additional questions, concerns or complaints about the study, you may contact them at [contact information].
Statement of Consent
I have read the above information. I have received answers to the questions I have asked. I consent to participate in this research. I am at least 18 years of age.
Print Name of Participant:
Bibliography
Best Practices in Compensation (2009) Workforce Tools. Whitepapers. Online available at: http://www.workforce.com/tools/whitepapers/090817_bp_comp.pdf
Bos, Julie (2002) Building Engagement in an Economic Crisis: Leading the Way in Employee Engagement and Retention. Online available at: http://www.workforce.com/images/whitepapers/090420_ltw_employee_engagement.pdf
Differentiated Compensation Programs -- a Business Imperative (2009) Taleo Corporation. Online available at: http://www.workforce.com/tools/whitepapers/090817_bp_comp.pdf
Kreisman, Barbara (2002) Insights Into Employee Motivation,
Commitment and Retention. 2002 February. Insights Vancouver. Online available at:
http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf
Nohria, Nitin, Groysberg, Boris, and Lee, Linda-Eling (2008) Employee Motivation: A Powerful New Tool. Harvard Business Review. July-August 2008. HBR. Org.
Bibliography
Best Practices in Compensation (2009) Workforce Tools. Whitepapers. Online available at: http://www.workforce.com/tools/whitepapers/090817_bp_comp.pdf
Bos, Julie (2002) Building Engagement in an Economic Crisis: Leading the Way in Employee Engagement and Retention. Online available at: http://www.workforce.com/images/whitepapers/090420_ltw_employee_engagement.pdf
Differentiated Compensation Programs -- a Business Imperative (2009) Taleo Corporation. Online available at: http://www.workforce.com/tools/whitepapers/090817_bp_comp.pdf
Kreisman, Barbara (2002) Insights Into Employee Motivation,
http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf
Compensation Benefit Recommendations What companies in the relevant market are providing to employees A perfect compensation package is as different as the present workforce itself is. Indeed, it must be in place for organizations to attract and retain the best employees. Workers vary extraordinarily in age, sex, location, and marital status. They additionally doubtlessly differ in the way they work from home or at the workplace. Using a phone, a computer, or
Compensation Benefits Evaluate whether or not the compensation system at Collegiate Promotions is effective. If a company wants to introduce a new product to market in a quick way, but has rigid funds they have the option of utilizing an independent sales representative model. This allows a company to use representatives in their business to cut expenses and increase sales over the phone or enter into new markets or territories. Companies use
This problem was mostly raised within the financial sector in light of the credit crisis, but is now also being addressed in other companies as well. The focus as such now falls on responsible governance (Muller, 2012). Chapter 13 questions 1) Strategic importance of benefits Today, the dynamics of the business environment are suffering dramatic challenges, emerging from various fields. Customers for instance become more demanding; the domestic and international competition intensifies;
Employee's do not have to sue the employer to get this compensation. It is normally paid through an insurance system that is financed through premiums paid by the employers. Workers' compensation premiums are based upon the accident and illness record of that organization. Obviously, larger numbers of paid claims results in higher premiums. The medical expenses are normally covered in full the under workers compensation laws. This is a
To the employer, this insight could indicate the need to avoid routine and maybe to enrich the tasks of customer service agents (Smith and Salvendy, 2007). 3. Additional information needs and usefulness The job analysis process is highly complex and it cannot be simply based on the day diary of one customer service agent. The job analysis is expected to identify the main features of the job to be performed, of
Compensation and Benefits Package for a Secretary A pharmaceutical company has recently hired a new director for its human resource department as part of its initiatives to enhance productivity and organizational success. The company is also seeking to hire a new secretary for the HR department and develop an employee compensation and benefits package for this position. This package will be utilized for the position of secretary for the HR department