Compensation And Benefit Assignment Report

Running head: COMPENSATION AND BENEFIT
Compensation and Benefit
Name of the Student
Name of the University
Author notes

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COMPENSATION AND BENEFIT
1. Table 1: Job Position and Job Factors
Job Factors
Job Position Skills Effort Responsibility Working Conditions
Ability Education Experience Mental
skill
Mental
effort
Physical
effort
Importance Supervisor
responsibility
Physical
environment
exposure
Medical Lab
Technologist II
50 60 25 40 75 0 75 20 0 40
Medical Lab
Technologist I
25 60 15 40 25 0 30 0 0 40
Draftsperson II 25 40 15 40 25 0 30 20 0 15
Draftsperson I 25 40 5 20 15 0 15 0 0 15
Executive
Assistant
15 15 15 20 25 10 15 10 0 15
Administrative
Assistant
15 15 0 10 15 10 0 0 0 15
Ground Worker
II
15 0 15 10 15 20 15 20 20 40
Ground Worker
I
5 0 0 0 5 20 0 0 20 40
2. a. Ensuring Pay Equity
Designing the right type of compensation and benefit programs for the employees is
one of the most important part of the human resource management. The compensation plans
work as the motivator and job satisfying factor for the workers in an organisation. According
to Rubery & Koukiadaki (2018), while designing the compensation the pay equity context
need to be taken care of to ensure the organisational culture and workplace positivity. Pay

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COMPENSATION AND BENEFIT
equity is the process through which the “equal pay for equal work” provision is followed. The
objective of paying setting pay equity is mainly three folded- first to attract new talented
employee and improve the employee brand. Second to cover the Equal Pay Act of the country
and the third is the ethical aspect of business culture (Heckert & Rosan, 2016). Paying the
workforce fairly for their responsibility and job role is the need of the modern organisational
set up so that the company can survive the competition and retain their valuable employees.
Eastern Provincial University has a workforce that have different types of posts and
professional for regular operations. To ensure the equity payment for the employees, the
company can think of a perfect evaluation system and then determine the equity pay. The first
step in equity pay planning would be to review the recruitment process. In the advertisement
for the recruitment, there should not be any gender specific or discriminatory job description.
The salary offered to the professional should be based on the job role and not on any gender,
race or ethnicity contexts (Mitchell, 2017). Next, there should be some changes in the
workplace culture of Eastern Provincial University. The team in the organisation must be
ready to welcome diversity in the departments. The more diverse the workforce, more equity
pay aspects will be fulfilled. Gathering the data about the pay scale in the organisation based
on different categories like gender, educational level, job role, diversity aspects and
experience level is necessary at the initial stage. After assessing all these factors, the
authorities can decide of the pay gaps and fulfil them with new equity pay plans.
b. Recommendation for Measuring Performance
Compensation and reward system should have different measuring aspects so that the
organisations can have a fair and discrimination free promotional plans (Smith & Bititci,
2017). There are various parts of the performance measurements. Some steps and contexts of
performance measurement in Eastern Provincial University is given below-