Compensation Plan

Briefly describe your “dream job” with an organization for which you would like to work.

Being the director of the human resources department for Google would have to be my dream job. As I’ve gotten older and have worked for different companies, I’ve come to really see what I feel are best practices and what is not. I think being in a leadership type of role for a human resources department would be amazing in just about every sense of the matter. Having the ability to make an employee feel valuable for the work that they provide for our organization would be extremely satisfying. Google is such an innovative and creative company that really any job with them would be amazing but how great would it be to be able to lead the company into the future while keeping employees happy, healthy and motivated to not only produce but to ultimately stay loyal to the organization. “Increasing competition, narrowed talent markets, aging workforces and a shift toward

knowledge-based work are forcing organizations to set a higher priority on improving

workforce productivity” (Winkler, 2013, p.1).

Create a rewards and compensation package for this position that would attract skilled workers, yet control costs at the same time.

I feel that providing a rewards and compensation package that is stale and behind the times will benefit no one in our company. Human Resource departments need to be sure that they are always taking a look at what is being offered versus what is desired by employees. According to an article in Workforce, HR needs to communicate frequently and consistently with employees about how the compensation benefits program works, how it compares to market standards and what they can do to take advantage of it” (Workforce, 2015, p. 26).

Employees become eligible for benefits after the first 30 days of employment to begin on the following 1st of the month:

5 floating holidays every year

80 hours of paid vacation/PTO accrued at 3.08 every...