ABC Associates Executive Summary

281 Words1 Page
bulb-icon

Recommended: Job Evaluation Process

ABC Associates is a compensation and human resources consulting firm that offers specialized expertise, data and tools for all aspects of total rewards design and management. It was founded by Sau, Zhan, and Ying in 2010, and located in Richmond Hill, Ontario. We specialize in services such as executive compensation consulting, job evaluation, incentive and sales compensation, pay equity analysis, market reviews, and salary benchmarking and compensation surveys for Canadian and international organizations, private, public sector, and non-profit clients. Our mission is to deliver high value, effective, and innovate solution to our clients, and, based on our expertise, passion, and understanding of our clients’ need, our team will provide the

Show More
Related

  • Phoenix Pay System Case Study

    1381 Words  | 3 Pages

    This project combines pay services from participating departments and agencies at the Public Service Pay Centre in Miramichi, New Brunswick. Compensation advisors in departments were given the option to move to Miramichi, but most did not. Many new staff were hired and trained for the Centre. There are some organizations like CRA and CBSA that are being serviced by their own internal departmental compensation advisors instead of those in Miramichi, but are still using the Phoenix system.

    Read More

  • The American Legislative Exchange Council (ALEC)

    869 Words  | 2 Pages

    ALEC or American Legislative Exchange Council was conceptualized and implemented during the Reagan Administration. Founded by former influential political legislative members, the purpose of this organizations existence is to ensure limited government and free market prosperity through individual liberty covenants. Historically implemented in 1981, yet, formally conceptualized 1973, its organizations founding members consisted of Illinois State Rep. Henry Hyde, conservative Paul Weyrich, Lou Barnett, and former president Ronald Reagan. For over 40 years, ALEC has developed policies covering every facet, aspect, and authoritative responsibility of state government. According to their 2012 tax documents, form 990, ALEC grossed over $9 million is gross revenues (ALEC, 2014). ALEC is funded national and global organization and individual politician contributions. The Exchange Council aims at creating and motivating the implementation of new legislative policies which allows government leader, business decision makers, and the public at large to become informed of current governmental practices. Creating nonpartisan public/private relationships between the general public and governmental leaders is the valuable philosophy that ALEC practices.

    Read More

  • American Heart Association Case Analysis: Competitive Strategy and Operational Goals

    1019 Words  | 3 Pages

    With the goals of 2010 in mind, it is important for the AHA to be able to measure the actions of their employees and ensure the alignment of their behaviors with the strategic goals of the association. The Balance Score Card developed below serves as universal tool to do just that, but also sends a message to leaders and employees across the association that this is the new strategic direction the association will be moving, and this is it will be mapped and measured to ensure we reach our goals for 2010.

    Read More

  • Mundanity Of Excellence Summary

    595 Words  | 2 Pages

    We see that in the reading “Mundanity of Excellence,” by Daniel F Chambliss, the focus is on nature of excellence as it pertains to Olympic swimming. Mr. Chambliss supplies the reader with his experience and sociological approach to his theory that “talent is useless.” I will now provide you with a brief commentary on how sociology relates to developing human talent. It is perceived that one’s natural goal is to accomplish perfection in a “talent” or gift. This ranges from numerous types of talents whether it is sports, entertainment, acting, or even a technical skill. In a sociologist way of thinking we realize that excellence is not only achieved by quantitative or qualitative improvements, it encompasses several factors. I want to

    Read More

  • New and Improved Rewards at Work

    1579 Words  | 4 Pages

    Mujtaba, B. G., & Shuaib, S. (2010). An Equitable Total Rewards Approach to Pay for Performance Management. Journal of Management Policy and Practice vol. II (4), 111-121.

    Read More

  • National Junior Honor Society Essay Examples

    668 Words  | 2 Pages

    The National Junior Honor Society is a very respected and prestigious organization that I would be glad to be a part of. The students involved exemplify scholarship, leadership, service, character, and knowledge. All of which are traits that are incredibly important in my own life. I feel that each student with the privilege to commit to this foundation should devote some time and effort to those qualities.

    Read More

  • Inter-Allied Conference Dbq

    524 Words  | 2 Pages

    As Wilson representative to the Inter-Allied Conference which met in Paris on 29, 1917 House mission was to formulate a common formal statement with the Allied in accordance with Wilson´s principles despite the fact that the Conference was supposed to function merely as an agency to deal with supply and strategy. Having discussed with Lloyd George several times, house was more convinced than ever that attempts to obtain a declaration of war aims from the Inter-Allied Conference was in vain. Still, and after he had conferred with Wilson, House tried to persuade the Allied to a declaration confined to defeating German and secure the freedom in the world. Wilson was satisfied with House initiative informing him “you will realize how desirable

    Read More

  • Steel Co Human Resource Report

    3651 Words  | 8 Pages

    The company Steel Co, which has been established for around 30 years, has been in a steady decline during the current recession and although a Divisional Director has been employed by the owner the fortunes of the company have not improved. The staff is unhappy, unproductive and unimpressed by the Human Resource system that currently exists in the company. The pay structure that currently exists within the organisation has been much debated among employees who feel it is unsatisfactory. The Business Adviser will research Performance and Reward management tools in order to help the company develop a more suitable Performance and Reward system to use. A variety of sources will be used in order to evaluate the system and tools against other organisational frameworks. The pay structure within the company will also be looked at in order to identify any possible changes that could be made.

    Read More

  • FastCat Pay Structure

    638 Words  | 2 Pages

    Deciding which pay form to use when compensating employees is extremely important to a company. Many things are taken into consideration: labor costs, the correlation between performance and pay, customer service, and the ability to attract and retain employees which is extremely important to FastCat’s need for innovation. We believe a single pay structure coincides with our single based plan for the organization. We want to keep things simple and understandable to all areas of the organization. This strategy will allow employees to understand how their performance and the performance of others relate to the success of the company through specific measures. It is also important that the strategies align with the objectives of FastCat. We beli...

    Read More

  • Marshall& Gordon Company; Designing an Effective Compensation System

    2411 Words  | 5 Pages

    In April 2010, KK BB, the CEO of Marshall & Gordon, a leading public relations firm met with the firm’s leadership committee off-site in Miami. This off-site brought together Marshall & Gordon’s executive committee, practice and regional heads, and senior HR officers to discuss on redesigning the firm’s compensation system. A global advisory taskforce, under the direction of an external consulting firm, had spent three months collecting and analyzing data. Marshall & Gordon hired external specialists to design the new performance management program. The specialists proposed that the senior managers and human resource form a global advisory unit together with Marshall & Gordon partner to represent the firm’s five regions of the firm and lead the design process. The advisory unit surveyed all consultants in February in order to understand their way of thinking about the fairness, worth, and effect of the current performance management system. Majority of the interviewees responded to the corporate surveys implying that the subject was topic was especially exciting to them. Interviews gave insights on present and prospective business plans and direction. The survey also showed that specific focus across certain employee populations should be given. Six current hires from key competitors were also interviewed to comprehend competitor pay practices and compensation program structures. Further focus groups discussions and key information interviews enabled the taskforce’s to understand the needs of certain groups within Marshall & Gordon’s worker population. The survey culminated with the taskforce conducting interviews of 20 partners and principals togeth...

    Read More

  • Administrative Assistant Assignment

    999 Words  | 2 Pages

    An Administrative Assistant is a broad job category that describes an individual who provides various kinds of administrative support to people and groups in business enterprises.

    Read More

  • Woolworth Performance Management

    761 Words  | 2 Pages

    Remuneration management is defined as the sum received for an employment or service delivered, this includes the money received on a monthly basis as well as benefits given as rewards (investopedia,para.1 ). Individualism need to be taken into account when implementing these remuneration structures or reward schemes, equal pay plays a role in balancing earnings among the diverse workforce (Shen, Chanda, D’Neetto and Monga,2009,p.241). The Woolworth’s Holdings uphold remuneration policies which have the purpose of making sure to attract and hold on to the best talent, that they are congruent with the strategies of the company and are the determinants of performance during the short and long phases. The policy considers the board members and the employees. This policy manages employees of the company by giving...

    Read More

  • Performance-based Compensation - Pay for Performance

    2553 Words  | 6 Pages

    Johnson, Sam T. "Plan your organization’s reward strategy through pay for performance dynamics: Compensation & Benefits Review 30, Number 3: (May/June 1998): 67-72

    Read More

  • The Importance Of Job Evaluation

    1078 Words  | 3 Pages

    The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic

    Read More

  • Importance And Importance Of Compensation

    2163 Words  | 5 Pages

    Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay

    Read More

More about ABC Associates Executive Summary

Open Document