Use Of External Resources Please Respond To The Following

Use Of External Resources Please Respond To The Followingusing Exte

Use of External Resources" Please respond to the following: Using external resources to gauge compensation levels may result in more equitable compensation planning. From the e-Activity, assess how you would integrate the data on the PayScale Website or similar sites into your compensation planning. Specifically, indicate three measures to ensure that your compensation scale is competitive. Select a job within an industry with which you are familiar. Briefly describe the job and create a salary survey for that job that can be used to collect information that will help ensure that the surveying company is competitive in hiring and retaining people for that job.

This survey should be a list of questions that will garner the information needed in order to help ensure that the job being surveyed is similar to the selected job. The questions must also acquire the salary information for the surveyed job. Must be at least one page in length, work cited and NO plagiarism!!!!!!!

Paper For Above instruction

Introduction

In today's competitive job market, accurately gauging compensation levels is essential for attracting and retaining talented employees. External resources, such as salary websites like PayScale, offer valuable data that can be incorporated into compensation planning to ensure salary competitiveness. This paper discusses three measures to incorporate external compensation data effectively, outlines a plan to use such data in compensation strategy, and presents a detailed salary survey for a specific job in the hospitality industry—the Front Desk Manager.

Integrating External Data into Compensation Planning

Utilizing external resources like PayScale, Glassdoor, or the Bureau of Labor Statistics enables organizations to benchmark their compensation packages against industry standards. The integration of these external data sources can be achieved through three primary measures:

  1. Regular Market Surveys: Conduct periodic salary surveys using these external resources to track industry salary trends. This helps organizations adjust their pay scales dynamically and remain competitive. Such surveys provide percentile data (e.g., 50th, 75th percentile) that informs whether company salaries align with market norms.
  2. Job Matching and Validation: Ensure that the surveyed jobs closely match internal roles in responsibilities, qualification requirements, and organizational level. This involves detailed job descriptions and comparison metrics to validate external data applicability.
  3. Data Segmentation: Segment compensation data based on factors such as geographic location, experience level, and organizational size. This segmentation allows customized pay scales that reflect specific contextual differences, making compensation more precise and competitive.

Selected Job Description: Front Desk Manager in the Hospitality Industry

The Front Desk Manager oversees the daily operations of the hotel front desk, manages guest services, schedules staff, and maintains of guest satisfaction levels. The role requires excellent communication, organizational skills, and familiarity with booking and management software.

Salary Survey for the Front Desk Manager

To ensure competitive compensation for this role, the following survey questions are designed to collect relevant data, including salary ranges, benefits, and job responsibilities:

  • What is the annual base salary for your organization’s Front Desk Manager?
  • What is the typical range of salaries for this position within your organization?
  • How does your organization determine the salary level for a Front Desk Manager (e.g., experience, tenure, performance metrics)?
  • What additional compensation is offered (e.g., bonuses, profit sharing, commissions)?
  • What benefits are provided to the Front Desk Manager (health insurance, paid leave, retirement plans)?
  • What are the primary responsibilities of your Front Desk Manager, and how do they compare to those described in this survey?
  • What education and experience are required for the Front Desk Manager role in your organization?
  • What is the geographic location of your organization, and does compensation vary based on location?
  • How has your organization adjusted salaries for Front Desk Managers over the past five years?
  • Would you consider your current salary scale for this role competitive within your region and industry?

Conclusion

Incorporating external compensation data through regular surveys, job validation, and segmented analysis allows organizations to develop competitive pay scales tailored to their industry and region. Creating a detailed salary survey for roles like the Front Desk Manager provides critical insights needed to attract and retain qualified staff, ensuring organizational success and employee satisfaction. By systematically collecting and analyzing compensation data from credible external sources, organizations can make informed decisions that align with market trends, improve compensation equity, and support strategic HR planning.

References

  • Bureau of Labor Statistics. (2023). Occupational Employment and Wages, May 2023. Retrieved from https://www.bls.gov/oes/
  • PayScale. (2023). How to Use PayScale Data for Compensation Planning. Retrieved from https://www.payscale.com/
  • Gerhart, B., & Rynes, S. L. (2003). Compensation: Theory, Evidence, and Strategic Implications. In G. R. Ferris (Ed.), Research in Personnel and Human Resources Management (pp. 41-81). Elsevier.
  • Milkovich, G. T., Newman, J. M., & Gerhart, B. (2016). Compensation. McGraw-Hill Education.
  • Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
  • WorldatWork. (2022). Compensation Surveys: Methods and Best Practices. Retrieved from https://www.worldatwork.org/
  • Shaw, J. D., & Gupta, N. (2001). The Effects of Compensation Satisfaction and Pay System on Organizational Commitment and Turnover. Journal of Applied Psychology, 86(6), 811-818.
  • Armstrong, M. (2020). Armstrong's Handbook of Reward Management Practice: Improving Performance Through Reward. Kogan Page.
  • Anderson, S. E., & Ferris, G. R. (2003). Compensation and Organizational Performance. Journal of Management, 29(4), 471-490.
  • Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–672.

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