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ZENITH PROPOSAL PHASE 1

This proposal outlines a strategic restructuring of our compensation system, focusing on a Pay-for-Knowledge Plan that values employees' skills and competencies. By encouraging skill development and reducing reliance on traditional job descriptions, we aim to foster higher workforce flexibility and job enrichment. The plan incorporates a Skill Grid Strategy, enabling employees to progress through skill blocks with potential pay raises, enhancing motivation and productivity. We provide examples of applicable job families and outline expected outcomes aimed at driving organizational efficiency and group collaboration.

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ZENITH PROPOSAL PHASE 1

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  1. ZENITH PROPOSAL PHASE 1 By: Sonia Choi, Mellisa Tan, Elizabeth Le,Richard Ly, Jonathan

  2. COMPANY OVERVIEW

  3. CORE ISSUES

  4. RESTRUCTURING SOLUTIONS

  5. EFFECTS AND ROLE OF COMPENSTATION

  6. 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.

  7. 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

  8. 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

  9. 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

  10. Job Evaluation Plan

  11. EXAMPLE: JOB FAMILY 4 Director of HR, Marketing, and Systems Development :COMPENSABLE FACTORS

  12. 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

  13. 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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