Phase 1: Objectives Report FastCat‚ founded in 2001‚ is a successful company that creates software specifically for the medical field. Targeting small to medium sized companies‚ FastCat was able to expand fairly quickly to 200 employees and earn revenues of 36.5 million dollars. The success FastCat obtained also brought heavier competition such as bigger companies like IBM and Oracle. FastCat realizes they need to become more innovative in their software design along with keeping their employees
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Wage Determination & Administration FASTCAT PHASE –I Submitted by Group 20 (HRM-B) Honeydeep Singh Sabharwal H11080 Neha Londhe H11092 Rahul Balyan H11103 Rahul Krishnan H11104 TwisamDatta H11116 1 Executive Summary We recommend an egalitarian‚ flexible internal structure to achieve objectives. A set of compensable factors are identified and weighted as per the strategy of the company. Special emphasis is on taking forward the core competency of FastCat which is providing superior quality software
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FASTCAT FastCat: Phase 1 “High-Five” Compensation Package 1 October 2013 In Phase 1 of the FastCat Compensation Case‚ our team has included our recommendations regarding strategies‚ objectives‚ the formation of an internal structure‚ and an implementation plan that will allow a seamless transition from FastCat’s previous compensation structure‚ which was nearly non-existent‚ to the proposed structure our team of compensation specialists is proposing. INDEX Executive Summary Pg. 2
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FastCat Phase I Roadmap/Requirements Note: The casebook is necessary to address what is required here‚ but it also asks you to answer questions and go in directions that I do not require. For your Phase I deliverable‚ complete sections I through IV from this sheet for Phase I. Be sure to complete each item. Use the casebook but do not let it lead you away from these issues. The text can be single-spaced (12 point font) with 1 inch margins. Make liberal use of tables‚ bullets and headings to
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FastCat Compensation Plan Phase I February 10‚ 2013 Presented By: The Compensation Group Table of Contents Executive Summary 2 Recommended Compensation Plan Objectives 3 Strategy for Internal Alignment 4 Job-based Plan 5 Compensable Factors 6 Internal Structure 11 Picture of Internal Structure 12 Execution/Manual 21 Rationale/Evaluation of Recommendations 22 Executive Summary FastCat’s mission is to exceed customer’s expectations of value‚ dependability
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Fastcat Phase 3 Design Merit Pay It is vital that FastCat employees understand how merit pay works. Ensuring they are educated about the pay system will give them a clear understanding of how each person is paid and will show them that each employee has the same potential to move up the pay scale by attaining more education‚ increasing their skill level‚ being accountable and having good communication with customers. During employee orientation‚ new hires will be provided both verbal and written
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HR0371: Rewarding Relationships 1 January 2011 NEWCASTLE BUSINESS SCHOOL GROUP 1 Designing a Pay System for FastCat Designing a Pay System for FastCat Group 1(3) 2 Newcastle Business School Assessed work (Group Work) Tutor’s name: Level: Group no: Dr Nick Creaby-Attwood Module No: Module Title: 1 Group Mark: 70 Comments: Introduction and context Discussion of context is clear and provides an effective starting
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Compensation structure for FastCat Executive summary In Phase I we looked at the descriptions of sample jobs at FastCat and proposed a structure for the jobs based on the concepts of internal equity and organizational objectives of innovative product design‚ improved marketing and cost competitiveness. Based on the content and value of the job descriptions available we had created a tailored and hierarchical structure‚ which supported the organization strategy‚ work flow and motivates
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recommend a specific policy plan that is tailored to FastCat’s goals towards success. We will compare different performance-based plans‚ which include individual vs. group incentives and merit vs. incentive pay‚ to see which combinations will help FastCat compete more effectively. a. Emphasis on Individual vs. Group Incentives Two strategies to consider with performance-based-pay plans are providing individual incentives‚ group incentives‚ or both. Individual incentive plans involve incentive compensation
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software program )‚ so we benchmarck this job with “Engineer 4”. In FastCat Job Descriptions‚ we have note selected “Massage Therapist” which is not related to FastCat’s industry and there is no any JD fit to FastCat job. 5.2.1. Relevant Markets of FastCat We set update percentage at 4.6% of survey data as they are already six months old and for ealiest convenience in projection into the future. For pay forms of FastCat‚ we emphasize on Base Pay (occupy 77%) as our top priority‚ and then
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