You are a newly hired HR professional now working for Jeans, Inc. Jeans does not have a formal wage structure, rate ranges and does not use compensable factors. Wages are basically set on
prevailing wages in surrounding communities coupled with some attempt for internal equity among workers.
Jeans does not participate in formal pay surveys. Instead, the President’s Assistant routinely looks over online job openings and conducts informal surveys among her friends in local organizations.
Jeans has always followed a policy of paying employees about 10% above what the Assistant feels are the prevailing rates. She thinks this reduces turnover and fosters employee loyalty. The practice
is to pay men about 20% more than women for the same job. The Assistant explains, “When we hire males, they have families, and they are stronger and can work harder for longer hours.”
Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison and point method. Which method (if any) do you recommend for the Jeans company? Why? Is the
Jeans company to a point where it should set up a formal salary structure based on a complete job evaluation? Why? Is the policy of paying 10% more than the prevailing rates a sound one, and how
could it be determined? What would you do now with respect to a pay plan process at Jeans? Why?
.Select a country (NOT the United States, Canada, Mexico, or China). Look up information about employee benefit practices in that country. Select specific employee benefits and compare and contrast
them with similar benefits in the United States. Provide industry and/or employer examples (by name),
What country other than the United States, Mexico, Canada, or China did you analyze? What specific benefit did you analyze? Describe it. How does the benefit work in the United States? How is the
benefit in the country identified in #1 similar to the benefit in the United States? How is the benefit in the country identified in #1 different from the benefit in the United States?