Compensation and benefits?

Compensation and benefits?
As HR director at World Measurement (see the class exercise on benefits we did), your bonus this year is based on your ability to cut employee benefit costs (without causing massive numbers of employees to quit, which would negate any savings). Your boss has said that it’s okay to shift some of the costs over to employees (right now they pay nothing for their benefits) but don’t overdo it. What sort of data would you collect, and how would you use it? What alternatives would you want to explore, and why? Hint: think about the class exercise on benefits we did (the place that wanted to cut compensation costs 3 percent)….     Referring to the article on Lincoln Electric, Southwest, and SAS we discussed, What are the main (a) types of jobs and (b) attributes of employees that are found at Lincoln Electric vs. SAS vs. Southwest? How does the compensation system at the three firms complement the main job types and people characteristics at these different companies?   The Covid-19 pandemic has hit many people’s compensation in very dramatic and financially harmful ways. Unemployment insurance, which we discussed in class as a “mandated benefit” has proved difficult for many to get given the overwhelmed system. What do you see as lessons for how employees, employers, and the government can each be better prepared in terms of managing compensation when a crisis occurs that interrupts and changes the flow of compensation? In an interview with the heir to Disney, she discusses compensation for CEOs during the corona virus period and related topics. What is your take on what she says, (what do you agree with and what might you disagree with) and how the material from executive compensation inform your answer? I would suggest you try to make your case based on the lecture and chapter content . Hopefully you will find this piece (attached in the module) interesting and current!   While your company is in Philadelphia, you have major offices in San Francisco and you are in charge of compensation management there also. There are openings there. How do you respond to some of your top Philly employees who are applying for a transfer there? You can’t afford to lose and replace these employees! What would you do? Ignore it, hope this issue goes away Give San Francisco office employees a 20% cost of living ‘hardship’ adjustment (so expensive!) Give Philly employees a similar hardship allowance (cold winters!). Ask for an employee survey Write a memo to employees saying “free market” and all that- suck it up and be happy for the job you have! Something else? What sort of data would you collect to arrive at your decision? How would you decide?   If you wish, you can substitute the following question for any other the ones above: 6. Refer to the article “How an Excel TikToker manifested her way to making six figures a day – The Verge”. This is found online at https://www.theverge.com/22807858/tiktok-influencer-microsoft-excel-instagram-decoder-podcast (Links to an external site.) What principles of compensation that we discussed in this course apply to this one-person company? Do any of the principles apply? Do you think more people will be compensated this way (one person companies) in the future?