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ZENITH PROPOSAL PHASE 1. By: Sonia Choi , Mellisa Tan, Elizabeth Le,Richard Ly, Jonathan . COMPANY OVERVIEW. CORE ISSUES. RESTRUCTURING SOLUTIONS. EFFECTS AND ROLE OF COMPENSTATION . Pay For Knowledge Plan.

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zenith proposal phase 1

ZENITH PROPOSAL PHASE 1

By: Sonia Choi, Mellisa Tan, Elizabeth Le,Richard Ly, Jonathan

pay for knowledge plan
Pay For Knowledge Plan

Pay for knowledge: a base pay strategy that is based on the total value of the skills and competencies that each employee has acquired

Advantages: incentive for employee skill development, high work force flexibility, doesn’t require job descriptions, broader jobs with more intrinsic rewards, etc.

cont d
Cont’d

Provides employees with an incentive to expand their knowledge, skills and expertise

Facilitates job rotation, job enrichment and job enlargement

Cost saving

Includes job family 2 and job family 3

skill g rid strategy
Skill Grid Strategy

18 skill blocks

5 horizontal skill types and 4 vertical skill levels

Employees receive an increase in pay as they complete each skill block

Completion of horizontal row of skills before moving up to a higher row of skills

4 pay raises are possible in one skill grid

20 weeks to master \ 4/5 years

example template of one job family
EXAMPLE: TEMPLATE OF ONE JOB FAMILY

Job Family 2:

Description: Entry level Job positions. Fields may vary. Positions require college/ university level educational background and/or 0-3 years of relevant experience at the minimum. Required professional accreditations completed or completion within first year is mandatory.

Positions are easily displaceable and there is high competition among applicants. Bargaining power is minimal and compensation system is primarily determined by Human Resources Management. Skills are limited.

Systems Design Analyst Junior Systems Trainer Junior Application Programmer Compensation Officer Systems integration Specialist Systems Marketing specialist

example job family 4
EXAMPLE: JOB FAMILY 4

Director of HR, Marketing, and Systems Development :COMPENSABLE FACTORS

expected outcome
EXPECTED OUTCOME
  • Job Family 2
  • Desired behaviours:
    • Increase Productivity Level
    • Increase communication
    • Emphasize group effort
    • Motivation to meet expectations
  • Indicators:
    • Raise productivity by minimum 15%
    • Open door policy, open communication
    • Interaction and cooperative team efforts, group sharing
expected outcome1
EXPECTED OUTCOME
  • Job Family 4
  • Desired Behaviours:
    • Create effective organizational strategies
    • Ensure management of department operates efficiently
  • Indicators:
    • Targets are met exemplified through comphrension of work strategies assigned
    • Communication within department to ensure operations are on task
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