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(solution) On-Q Custom BBQ Smokers creating custom, unique, and highend


who is a pro with human resources and total compensation, performance appraisals. Attached is an assignment that I need help with 


On-Q Custom BBQ Smokers

 

creating custom, unique, and highend smokers and grills for the true

 

'Q enthusiast! Whether it is an

 

outdoor kitchen you want to

 

customize or develop something

 

special to impress your drinking

 

buddies, we can create it for you!! Rt 5 (next to the landfill)

 

Hogsbreath, KS 01235

 

www.on-qsmoker.net We are a family-owned company with over 200

 

employees nestled in the heart of BBQ country. We

 

take pride in our creativity, quality, attention to

 

detail, forward-thinking, and team atmosphere.

 

Most of our employees have been with us for over

 

15 years and have promoted within the company!

 

If you'd like a fun and rewarding atmosphere, apply

 

today! Some Background Information

 

For years, On-Q has never had a formal performance appraisal program. All pay increases were

 

given as across-the-board so that all employees, no matter what their level of competency, skill,

 

or performance, received the same pay increase. At first this helped foster a team environment,

 

but lately there have been grumblings from many exceptional and high performing employees

 

that they should be rewarded better than those who merely meet expectations or who perform

 

worse than that. Indeed, turnover has averaged only 6% over the past 5 years; while that can be

 

a good thing, that also means that there are some poor-performing employees who are allowed

 

to languish in the company. As On-Q's first-ever professional human resources manager, one of your first assignments with

 

the company is to develop a performance appraisal, rating system, and pay increase model.

 

Wishing you would have paid more attention to the musings of Professor Zerfas in his MGT 613

 

class, you luckily find a copy of the compensation textbook on E-bay and pirated lectures from his

 

class on the black market. Your Assignment

 

So, there are four things you need to do. First, identify the performance factors to be used for

 

four types of positions. You will be given a list of factors to pick from. Second, how many ratings

 

should there be? I want you to identify how many, name them, and then define them. Third,

 

you will need to develop a matrix for pay increases. Finally, you are to prepare a presentation

 

script for rolling this out to all levels of employees. You'll notice the worksheet tabs at the

 

bottom of the screen, so go to each one and complete them. The Positions You Will Work With

 

Here are the four types of positions:

 

Vice President Manager Supervisor Responsible for mapping the vision and strategic direction of the company.

 

Has complete authority over major business functions (i.e. production,

 

sales and marketing, administration, accounting/finance). Accountability

 

for the financial health of the company and managing risk. Responsible ensuring objectives are successful. Has functional authority

 

over specific departments and develops and implements plans to meet the

 

strategies given by VP's. Responsible for the financial health of

 

departments. A critical role is that of people developer. Provides front-line supervision of all tasks for assigned department. Leads

 

and trains employees to ensure they are skilled and meet department and

 

production objectives. May be called upon to provide all types of

 

reinforcement. Provides lower-level assistance to managers in the

 

administration of their responsible areas. Follows work orders to manufacture or assemble products. Works

 

with other work teams to ensure products are completed on

 

Production Worker cooperatively

 

time per the schedule, parts are available when needed, and smokers and

 

grills meet the high expectations of the owners. Follows work orders to manufacture or assemble products. Works

 

with other work teams to ensure products are completed on

 

Production Worker cooperatively

 

time per the schedule, parts are available when needed, and smokers and

 

grills meet the high expectations of the owners. The Appraisal Factors

 

Below are some performance factors and brief definitions. You are to select the five (5) factors which you think will best define performance

 

for each level of position. It may be that a factor can be used for more than one position.

 

Once you have determined which factors should be associated with each position, rank them. In other words, do they all have equal

 

importance or are some more important than others? Explain why the number 1 factor is the most important for each position.

 

Factors to choose from: Attendance (including showing up to work on time)

 

Attitude (positive, upbeat, wanting to be part of the solution)

 

Budget (creation and adherence to operating budget for assigned area(s))

 

Conflict Resolution (help others to overcome differences in a positive and constructive way)

 

Department Performance (integral part of department meeting objectives and quotas)

 

Employee Development (prepare employees for growth within current/future positions)

 

Judgment (analyzing multiple options and determining the proper decision)

 

Leadership (influencing and transforming others, even peers)

 

Management (planning activities, organizing resources, controlling costs)

 

Performance Appraisals (percent delivered on time)

 

Planning (forethought and organizing activities to achieve a desired goal)

 

Quality (degree to which work products are correct and per standards)

 

Quantity (meeting quotas or submitting work on time)

 

Regulatory Compliance (ensuring all laws and regulations are adhered to)

 

Safety (ensuring self and all others go home as healthy as they came to work)

 

Stakeholder Relationships (ensure internal and external groups are treated fairly)

 

Strategic Execution (plan, implement, and measure initiatives to meet strategic goals and objectives)

 

Strategic Planning (identify and ensure success of opportunities for breakthrough performance)

 

Supervision (directing day to day activities of employees)

 

Team Work (cooperation, collaboration, coordination) Now, select and rank the 5 factors below Rank

 

1

 

2

 

3

 

4

 

5 Vice President

 

Factor Rank

 

1

 

2

 

3

 

4

 

5 Manager

 

Factor Rank

 

1

 

2

 

3

 

4

 

5 Supervisor

 

Factor Production Worker

 

Rank

 

Factor

 

1

 

2

 

3

 

4

 

5 Now, explain in the boxes below why the number one factor is the most important appraisal factor for each position

 

Vice President

 

0 Manager

 

0 Supervisor

 

0 Production Worker

 

0 The Performance Appraisal Ratings So now that we have the factors, what are the different performance ratings employees can earn

 

for each factor? Without proper definitions, the ratings could be nothing more than a subjective

 

guess. What we want is for there to be consistency of application of the performance ratings

 

among supervisors, managers, and VP's that adequately describe how the employee came up

 

short, met, or even exceeded expectations for that performance factor.

 

You will need to determine how many ratings, the names of the ratings, and the definitions in

 

your own words what the ratings mean. They should be applicable to the type of company On-Q

 

is. You should have either 3 or 5 performance ratings.

 

Rating 1 Name (top performance)

 

Rating 1 Definition Rating 2 Name (next step down)

 

Rating 2 Definition Rating 3 Name (next step down)

 

Rating 3 Definition Opt-Rating 4 Name (next step down)

 

Rating 4 Definition Opt-Rating 5 Name (next step down)

 

Rating 5 Definition Merit Pay Increases

 

Okay, we've developed the appraisal factors and the ratings. Now we need to know how much

 

merit increase difference employees would get based on their ratings. Companies will budget x% increase for merit pay. What that means is that given a certain budget

 

amount, and assuming there is a bell curve of performance similar to what I showed in my

 

lecture, the average increase across the company should equal or be less than the budget. One

 

of the challenges with merit budgets is to ensure we properly reward higher performance more

 

than successful performance; having too little difference in merit increases would not provide

 

enough motivation for some employees to work harder. However, too much difference might

 

end up breaking the bank. So, let's take the ratings you just developed. How many did you have? 3 or 5? Below is a

 

percent breakdown on the population of employees who would hypothetically receive the

 

ratings you came up with (choose the applicable one based on how many ratings you developed).

 

Rating 1

 

(Top)

 

3 Ratings

 

Model 5 Ratings

 

Model Rating 3

 

Rating 2 (Bottom) 10% 80% 10% Rating 1

 

(Top) Rating 2 Rating 3 5% 20% 50% Rating 5

 

Rating 4 (Bottom)

 

20% 5% Assume a 4% merit increase budget. Determine how much the merit increase would be for

 

each rating so the average, based on the percent of employees receiving each rating, equals 4%.

 

Enter the rating names and the proposed merit increases (as a percent) in the yellow cells of the

 

applicable rating model below.

 

3 Ratings Model

 

Enter Rating Name>>

 

Enter Proposed Merit %>>

 

Percent of Population>>

 

Checking your work>>

 

5 Ratings Model

 

Enter Rating Name>>

 

Enter Proposed Merit %>>

 

Percent of Population>>

 

Checking your work>> 10% 5% 4.00%

 

80%

 

3.2% 20% 10%

 

Met 4.00%

 

50%

 

2.00% 20%

 

Met 5% Now, explain below why you selected the percents for each rating. One thing to think about:

 

should the bottom performers receive an increase at all? Why or why not? Your Script

 

Congratulations! You have engineered a very basic, but workable, appraisal and merit increase

 

model for On-Q. You have been asked to explain the new appraisal and merit increase program

 

to the employees. In the following space, write a script of your presentation of the new program

 

as you would be talking to the employees. Keep in mind potential positive and negative

 

reactions by the employees and that they are not as knowledgeable about these things as you

 

are. Also remember to explain "why".

 

There isn?t a page minimum, but I will grade on how well you explain and justify the changes.

 

Spelling and grammar affect the grade. Due date is on the Lesson Plan.

 

Write your answers in the space below. Yeah, I know it isn't as conducive to formatting like Word

 

is, so don't worry about paragraphs. If you need more room, merge more rows below.

 


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