University HRM: Analyzing Notpla's Compensation and Benefits Package

This report provides a comprehensive analysis of Notpla's compensation and benefits package for an executive position. It examines the components of base pay, including factors influencing it and incentive structures tied to company growth and foreign service. The report details various benefits, such as legally required protections, housing, and home leave, while also highlighting the absence of certain benefits like currency exchange and tax equalization. Furthermore, it explores additional benefits like security systems, sumptuary allowances, and rewards programs, including maternity leave, while also pointing out the lack of paternity leave. The report concludes by emphasizing the importance of a dynamic HRM system to adapt to changing needs, hire expatriates fairly, and meet the expectations of modern employees in the context of Notpla's environmentally friendly product offerings.

Human resource management
University
Word count

Table of Contents
Introduction......................................................................................................................................2
Pay or salary....................................................................................................................................3
Base pay.......................................................................................................................................3
Benefits............................................................................................................................................3
Additional benefits...........................................................................................................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................5

Introduction
The company considered in this paper is Notpla which has manufactured a biodegradable
product named Ooho that can be used for packaging. The company is chosen to make its
technological advancement accessible for all readers as it is associated with the noble cause of
environment protection. The product is edible or consumed by the end consumer and replaces
plastic as a viable alternative for packaging. Various beverages including alcohol and sauces are
packed in Ooho product which is used by the industries also. This has major emphasis on
environment as plastic is non-biodegradable leading to generation of waste with the use of each
product. The company wants to hire a person on one of its executive positions for initial term of
3 years. In this paper, its compensation and benefit package is explained. The company provides
many benefits to its staff which ensures productivity in it.
Pay or salary
Base pay
Key factors influencing the base pay are the previous years of experience in any organization of
the same category, position or level at that organization, responsibilities handled, and workload
management. Other factors to be considered regarding the base pay in Notpla are nature of work,
associated responsibilities, workload, geographical reach and so on. The incentive pay is
provided for keeping the growth rate of the company in double digits. This is a progressive
development as it pays the executive for his/her hardwork. Along with this, it ensures
productivity and make executive liable for any fall in growth rate of the company. If the

executive works in any foreign branch, he is paid foreign services premium as well. There is no
hardship allowance as incentive pay is provided for productivity.
Mobility premium and cost of living allowances are provided whenever there are associated
developments in the company. The cost of living allowance is provided only up to a limit to
prevent any unnecessary expenditure of the staff bore by the company. This reduces the tendency
of wastage and lavish lifestyle at the expenses of company. Mobility premium ensures free
mobility of executive to cater to need of a company due to its multinational character. Due to
growing globalization, the workload on executive has been increasing and Notpla has different
branches all over world. Notpla supplies its products to more than 100 countries which make the
executive position very significant from the perspective of very sustainability of the
organization.
Benefits
The legally required benefits include protection from any liability occurring due to loss of
intellectual property rights (Meijerink,2018)). The company does not have robust knowledge
management system so any liability for intellectual loss arises due to fact of lacuanae or breaches
in the security system of the company, so the liability for any breach is on company collectively,
not on any individual person. Along with this, the anti-money laundering activities and counter-
terrorism financing activities have been given to monitoring officer of the company so the
executive is not responsible for its compliance with respect to aforementioned activities.
Housing benefits are provided to executive along with security to prevent Executive officer from
any major backlash (Barney, 2018). Home leave benefits are provided only to women employees

which may be a progressive (women can now work from home) as well as regressive action
(gender stereotyping) depending on the prism one is looking through. The company does not
provide currency exchange benefits and pay all employees and staff members in US dollars.
There is no provision of tax equalization as the company does not provide income tax benefits.
Benefit plans like insurance, medicare, social security and workers compensation are provided to
executive to take care of his/her basic needs associated with the daily life (Chuang, 2018). The
company Notpla does not provide relocation assistance because the house is provided to the
executive whose expenses are paid by the company. If the executive officer wants to relocate, he
or she can do that on his or her own expenses. Storage capacity is provided to cater to needs of
daily work involving so many files and documents (Alnaqbi, 2018). Repatriation services are not
paid by the company to executive officer which places onus on the individual himself to pay for
repatriation services.
Additional benefits
The additional benefits provided for executive officer include security system whose expenses
are paid by the company. The executive is provided with base pay and additional benefits along
with sumptuary allowance to cater to basic needs of the executive officer (Newton, 2016). The
additional benefits also include plan holidays and payment for foreign trip with family once a
year. The best executive is rewarded with cash prizes and promotion at the end of year to make
the system dynamic and attractive. The company also chooses best employee of the year which
makes company an attractive destination for number of employees from different backgrounds.

The additional benefits provide well measured goals for executive to consider while rewarding
the staff for their performance (Soumyaja et al., 2018). The additional benefits are provided
depending on the level of accuracy reached while implementing the policies of the organization
which makes the organization reach its intended goals as per its mission and vision. The
additional benefits also include maternity leave for women to make them continue their
professional career without compromising with family values. This is unfortunate to know that
company has no provision for paternity leave which makes it regressive in nature as men should
also be considered as essential part of household work without practicing gender stereotyping.
Conclusion
It can be concluded from above findings that company provides incentives for its executives,
which has positive percussions on its productivity. But to make company robust and flexible
enough as per changing needs, the company needs to set up a dynamic system which hires
expatriates without any favor or ill-will (Lee & Kim, 2018). The company pays enough
incentives to its staff and employees which meets the expectations of modern man. Still it needs
to traverse a long distance as its products are just the beginning of environment friendly products
in the world. The alternative of plastic is a long sought after goal for scientific community. To
make its products sell in the market and the company generate profit, it will have to manage its
human resources well which meets the expectations of its staff.

References
Alnaqbi, W. (2018). The Relationship Between Human Resource Practices And Employee
Retention In Public Organisations : An Exploratory Study Conducted In The United Arab
Emirates. Human Resources Management Commons.
Barney, P. M. (2018). On Becoming A Strategic Partner: The Role Of Human Resources In
Gaining Competitive Advantage. Human Resources Management Commons, 23-38.
Chuang, S.-F. (2018). Essential Skills For Leadership Effectiveness In Diverse Workplace
Development. Human Resources Management Commons, 45-49.
Lee, J. Y., & Kim, T. (2018). Human resource development in balance: revisiting the purpose of
HRD and ethical perspectives. International Journal of Human Resources Development
and Management, 18(2), 22-27.
Meijerink, M. B. (2018). Digitization and the transformation of human resource management.
International Journal of Human Resource Management, 2(1), 23-34.
Newton, R. (2016). HR Can’t Change Company Culture by Itself. Harard Business Review, 34-
38.
Soumyaja, D., Kamalanabhan, T., & Bhattacharyya, S. (2018). Antecedents of employee
readiness for change in the IT sector and the manufacturing sector: a comparative study.
International Journal of Human Resources Development and Management, 18(3), 236-
237.