9-1 Final Project Submission: Benefits and Compensation Analysis (With Revisions)
Lilia Sandoval
Southern New Hampshire University
Course: OL-620 Total Rewards
Linda Jenkins
August 7,2022
Milestone One (Section I, Parts A-C)
Original Benefits and Compensation Analysis: Issues or Concerns
Emerging Pharmaceuticals is struggling to retain its employees and losing them to the
competitor, Medtronic. Ages 31-50 make up most of the age group in the company totaling
15,000 employees, 7,042 of them being females. Given this information alone, we know that
most of the employees will likely have a family and need proper healthcare. Talented workers
have options and increasingly want to work for companies that demonstrate a commitment to
supporting their employees' commitments and family lives (Keeling, 2016). Some options are
getting home on time for dinner, having a safe work environment, having more personal time off
(PTO), raises, and having good health insurance. Many of these options are also wanted from
the employees at Emerging Pharmaceuticals.
Employees submitted feedback on what was needed to improve in the workforce. Some
of the feedback was having more time with family, being rewarded for their talent, better
insurance options, better pension plan, and safety. Considering that 47% of full-time and 74%
part-time of workers are women, from the age range 31-50 improving their healthcare, increase
in PTO, and rewarding their talent will help retain our female employees.
Milestone One (Section 1, Parts A-C)
Original Benefits and Compensation Analysis: Targeted and Addressed
Thinking from the perspective of a Total Reward Director all these factors mentioned in
categories the market pays for positions and working remotely employees marked both these
categories as 10% important. One way to higher the company's retention rate will be by
increasing the average pay for all the positions. A new Pew Research Center survey finds that
Iow pay, a lack of opportunities for advancement, and feeling disrespected at work are the top
reasons why Americans quit their jobs last year (Parker & Horowitz, 2022).
This brings up the next top-rated categories are professional development opportunities and
recognition of job performance, rated at 9% and 8%
Reanalyzing the topic categories table and the feedback comments from employees
prioritizing an increase in the pay range and better healthcare/benefits will turn the tables and
show employees that the company cares for them. While incorporating proper training to
recognize job performance and give out annual evaluations to provide feedback on where there
concerns are not important but tackling these categories 1st is probity according to the feedback
of the employees.
Milestone One (Section 1, Parts A-C)
Original Benefits and Compensation Analysis: External Benchmarking Data
After reviewing the competitor's current benefits Emerging Pharmaceuticals need to
reevaluate and improve their benefits. As mentioned in the key issues the priority target is to
improve their pay range and health insurance. Medtronic already has a hirer pay range
market pay studies, for people doing similar work in similar industries in the same region of the
country (Heathfield, 2020). Because this is how to market pay rates ar