1st Answer

A job description refers to a written statement by a company detailing the duties,

responsibilities, required qualifications, and reporting relationships of a particular job
role. Although the responsibility of writing and reviewing descriptions of job can seem
mundane, or possibly even pointless, without an effective process, the organization is
opened up to many risks.

A job description provides a clear understanding of all the duties and

responsibilities for a particular position. This not only helps the applicants interested
in the role, but also the management in order to determine the actions required to
achieve goals of the organization.

Protect an organization legally, as the job description is always a legal way to defend
why a candidate was selected—or not—for a position. Job descriptions also help to
defend the reason behind why a position has been classified as an exempt or non-
exempt under the Fair Labor Standards Act (FLSA).

Ensures a consistent understanding across departments of the way different job

positions and roles enable the organization to grow. This enables to ensure overall
team engagement and reminds employees of the value of other players in the business.

Lay the foundation to facilitate ongoing performance management. With role duties
and responsibilities clearly specified, it’s very easy to measure the success of new
employees and ensure that all the targets are being completed.

Enables the employees to create personal goals in order to advance in their

current role. The job descriptions of a company not only ensure in introduction of the
prospects to the role at hand but also make sure they start to think about how they can
take those responsibilities a step ahead and add more value to the company.

It helps to create boundaries with respect to the responsibilities of employees:

This makes sure that the members of team (and existing ones) aren’t doing more than
what they’re paid for.

Justify an employee’s pay. By detailing out all the duties and requirements, the
company is providing a fair amount of context as to why a job role compensated in a
specific way.

Support training and development activities by detailing and rendering a written

documentation for what a specific job role entails and the required training and activities
it needs.

Job descriptions refer to more than short paragraphs added to a general job listing site.
They ensure introduction of prospects to the company, set expectations for the role of
work, and provide concrete metrics and goals for management which they can look
back on.

It’s easy to think of job descriptions as a tool of HR compliance—which they are. But it’s
also necessary to remember that they have an important role to play in your
compensation planning as well.

Compensation Program Objectives

 Internally equitable
 Externally competitive
 Affordable
 Understandable
 Legal/defensible
 Efficient to administer
 Capable of being reshaped for the future
 Appropriate for the organization
 Attract, retain, and motivate employees
 Create alignment of employee efforts and business objectives

What Do Job Descriptions Include?

 Nature of work (duties and responsibilities)

 Level of work (skill, effort, responsibility, working conditions)
 Job specifications (characteristics required for competent performance)

Where Job Descriptions and Your Compensation Program Intersect

 Developing a job-worth hierarchy

 Identification of performance standards
 Organizational design uses
 Salary survey exchanges
 Legal defenses
 Job assignments
 Selection/recruitment
 Establishment of career paths and succession planning.

Job descriptions are very important. This implies that great care should be taken in
order to create them and keep them updated. While the information in a job description
varies widely by the type of role and industry, there are a various important items that
one can definitely not forget.

Salary refers to one such component of job description. Instead of listing a specific
salary, rendering a salary range that’s competitive with the market salary rates is an
ideal, more flexible choice, and may be needed under local law. Consider conducting a
compensation survey!
A compensation survey refers to a popular method to determine strategy for fair
employee compensation. The results help to provide key insights into a role and its pay,
which helps management and HR evaluate the most effective way in order to
compensate that employee.

Compensation surveys typically involve analyzing these forms of compensation

data: Basic Salary. Increase percentages/amounts. Merit increases, Salary ranges,
Starting salaries, Incentives/bonuses, Allowances and benefits and Working hours..
2nd Answer

Benefits: The firm must also consider offering employees, free online courses for their
children, health-related stipends and perks to go along with their insurance. Various
employer-sponsored, out-of-pocket payment platforms for example, enable employees
to offer deductible credits in order to pay for costs of healthcare without adding interest
and while sparing their HSA. Employees get to use these credits to pay for vet bills, an
added bonus for pet lovers.

Paid Parent Leave: Bonding leave provides new mothers and fathers with around eight
weeks of paid time-off so that they can spend time with their family upon a child's birth,
adoption, or foster care placement.

Help When Working From Home: Employees have a strong preference for companies
who provide them with the options of working from home or remote work
and telecommuting options. Now that, most professionals are able to work from home,
employees prefer the option to stay in as they have to take care of things around the
house. It is recommended that companies offer a home-office stipend or provide
equipment that helps to make working from home more realistic, comfortable and
productive.

Employees) working minimum for at least 24 hours in a week with a minimum tenure of
90 days, the benefit program should include three components:

No cost Foundational Program: It provides language, skills development and bilingual

coaching in a mobile-first environment.

No cost associate degree: The organization should provide an online course to an

associate degree in business or general studies via a regionally accredited institution,
involving all courses, text and study materials, advising and coaching support.

Equity: Equity is often the most confusing and intriguing part of a compensation
package at a startup. Equity refers to ownership of the company, and this can be
extremely valuable if the company ever sells or goes public. It is important to know here
is that no employee is ever “given” equity. Instead, employees usually receive stock
options, which refer to the options to purchase equity in the organization at a heavily
discounted price. Also, employees aren’t given all of their stock options up front; rather,
they earn an increasing amount of options over a period of four-year. ESOP is kind of
an employee benefit plan giving the employee of a startup company the right to buy a
particular number of shares in the organization at a predetermined price after the
expiration of a predetermined period.
Benefits of ESOPs: When a startup company offers meaningful stock options, it
attracts employees which are more talented and also helps to keep them for the long-
term. Providing stock options brings motivation and dedication for all employees
involved as they are more invested in the startup company and it aligns the interests of
the owners, investors and employees. The flexibility of ESOP transactions enables the
owners to withdraw slowly over time or all at once, which depends on their
requirements. The private ESOP transaction doesn’t need any kind of confidential
information to be shared with potential buyers which may have huge adverse impact on
the business of the startup company.

Monetary Rewards: Employees who achieve their daily/monthly targets need to be

rewarded with cash rewards. They can also be rewarded with timely bonuses, salary
hikes and holiday premiums.

Experience Rewards: Rewards such as attending events which are company-

sponsored events, dinner with the senior executives of the company, fully/partially paid
vacations, etc. that gives them the joy and experience of new and exciting things which
can have a profound impact on their productivity.

Technology to Engage & Communicate: Usage of a technology platform to establish

a channel of communication between you and the delivery executive workforce will be
extremely beneficial to keep them engaged. It also gives you means to ensure they are
updated with what has been happening within the organization, what’s upcoming (for
instance a big sale that enhances the volumes of delivery) it will provide them with a
platform to share their thoughts, ideas, concerns etc.

Rewards and recognition: Employees (Sales & Delivery executives) will feel motivated
and engaged if they are praised for the excellent work that they have been performing.
More so, in the scenario of the last mile executives keeping in mind the nature of their
job, i.e., when they are encouraged to perform better, the number of deliveries is
boosted and thus the performance of the company. Having an organizational culture
that constantly strives to recognize their workforce and ensures they are encouraged
and motivated goes a long way to boost the employee morale and improvement in the
overall productivity. Rewards enable the company to understand how to motivate.
 3rd Answer

3a.

The problem is that the employees are only paid the base salaries without any other
benefits. Malini doesn’t provide any fringe benefits to her employees. Fringe benefits
comprises of health, income, protection, savings and retirement programs providing
security to the employees and the members of their family. In absence of fringe
benefits, employees would always remain worried and stressed out with the thought that
they don’t have any backup in case something happens with respect to the health or
finance of their family members. They would always feel insecure to work in a company
that promises to pay monthly salary but doesn’t care about the health and safety of their
employees. Also, there are other benefits of having a fringe benefit compensation
program.

First of all, since fringe benefits are usually less taxed as compared to the wages, they
are easily purchased at less cost through an employer as compared to if bought on the
market. Second, fringe benefits often refer to desirable pieces of compensation
packages and also lead to an enhanced job satisfaction. It is quite evident that
compensation and fringe benefits contain a significant relationship at the level of
organization level.

In the absence of these non-monetary benefits, the performance of employees and

efficiency is impacted as a good compensation package is not there.

Low job satisfaction – Employees would feel under-appreciated and derive low
satisfaction from their job. This often leads to discontent amongst coworkers and put a
dent in the morale of the employees at workplace.

 Low productivity – Poor compensation leads to low amount of productivity. Employees

hardly have any motivation to strive for excellence

 High turnover – If the reward versus effort ratio is less, employees are incentivized to
cast their sights away from the jobs they are currently performing. Employee churn
would incur a high cost to the wedding boutique company. (This cost involves the cost
of retraining, relocating and time wasted).

Also, it is important for the boutique company to applaud and give recognition to their
employees. In absence of recognition, it becomes demoralizing for the company to
consistently keep performing well at their job. So, Malini Sharma needs to understand
that basic salary is just not enough to keep employees happy. They also need to
provide the employees other non-monetary benefits such as paid leaves, parental
leaves, protection to their family members, rewards and recognition, medical benefits,
travelling perks and much more.

3b.When an employee works with an organization or a firm, especially with a wedding

boutique having, usually having high amount of sales and profit margins, they expect
various compensation plans to be in place for them.

In order to boost the morale of an employee and ensure retaining employees, it’s
important to provide them attractive compensation to employees – especially to new
hires. Overall, the main kinds of compensation for the employees of a wedding boutique
involve:

Salary & commission compensation: If an employee is enjoying the challenge of

having their individual contributions reflecting upon their compensation package, they
can get the benefit from a salary plus commission model. This implies that the
employee will receive extra commission apart from their already allocated annual salary.
This type of compensation is extremely motivating for sales employees. So, whenever
the employees get orders in order to provide the full-service amenities to brides,
wedding planning services, custom fittings and locating hard-to-find wedding services.

Hourly compensation: Although some employees prefer a salary or base

compensation, hourly compensation can be beneficial for employees working overtime
(i.e. over 40 hours in a week, or more than eight hours in a single day). This kind of
employee compensation is usually for entry-level employees or lower paying positions
within the wedding boutique, and may begin at minimum wage. In case of wedding
Boutique Company, executives who are working at the ground level have to often spend
time working even after their hours of work. Sometimes, they even have to work till
midnight as wedding functions go on till late in the night. So, a compensation package
for working extra hours would always keep them motivated to give their hundred percent
at the execution level (ground level)

4. Bonuses: Many businesses like to provide indirect compensation and incentives to

employees in order to ensure a much more productive environment of work. These
incentives can involve holiday bonuses, hiring bonuses, and plans of profit sharing,
among others. Apart from these bonuses, some businesses can provide fringe benefits
to their valued employees, such as health insurance, meal discounts, or even a
company car. This is useful for the employees working for a wedding boutique since
their work requires them to travel to different locations, work till late hours in the night
and wee hours in the morning. This always poses challenges of health to them. Also, on
many occasions, they don’t get to eat proper lunch as their work schedules are very
busy.
5. Total compensation: One of the most attractive types of compensation to new hires,
total compensation provides a base salary, plus benefits and bonuses. A benefits
package renders percentage of employees’ medical and dental bills, as well as any
additional benefits of health, such as physiotherapy, is generally offered as total
compensation. Additional bonuses can include paid vacation, sick days, and access to
EAP services.

Conclusion: So, it can be concluded that Malini Sharma can provide any of these
compensation plans to her employees. In my opinion, total compensation is the most
effective compensation plan that should be offered to her employees.