HRM 531Week 4 Compenstation and Benefits Plan

Apr 10th, 2015
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Compensation and Benefits PlanHuman Capital Management - HRM 531Compensation and benefits packages come in a variety of options, however, the main goal is to attract, retain, and motivate new employees (Cascio, 2010). As discussed in previous memo, (appendix 1) the need for more qualified direct support professional/behavioral health specialist is very critical to the growth of our company. Low pay has created the inability to retain high-qualityemployees and has also caused ahindrance in the quality of care given to the clients. This proposal will meet the needs of the employees and the company, as well as identify obstacles or resistance that may occur as a result of the implementation of the proposal. Recent research, comparing similar companies, has shown that companies must have a well-designed compensation plan that motivates employees, controls compensation costs, and ensures equity (Fogleman, 2004) Creating a compensation and benefit package based on those qualities, found in research, will cause productivity within the company to increase because employees will be more satisfied about their jobs. Our goal is to create a plan for compensation and benefits that will emulate the culture of our company. The base pay for Direct Support Professional/Behavioral Health Specialist position is $66,000 salaried for full-time employees. After completing six months of employment at Barber National Institute the following benefits will be implemented:

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