Case study

Company Name-Workforce Solutions Services Inc.

Vision– Making HR Easier Industry – Staffing
and Workforce Solutions Product -Solutions # Employees -5,000
employees – US and Canada Temporary and permanent staffing,
outsourcing, and innovative workforce solutions (payroll, on site
workforce management, recruiting, temporary solutions,

Financial Overview–Modestly Profitable 20%
profit margins Strategic Emphasis -Acquiring new customers.
Experimentation and searching for opportunities are valued. Acquire
new resources. Obtain new opportunities. Differentiation.
Continuous Development. Transformational changes to the market.
Focus on growth – expand service offerings. Long term approach.
Increase market share

Market -Service differentiation
Position -Provide new solutions to the customer Competitors- Many
competitors Criteria for Success -The organization defines success
on the basis of having the most unique or newest services. It is a
service leader and innovator. Goal is to outpace and outperform the
competition with new opportunities, provide unique cuttingedge
workforce solutions

Organization Culture -Commitment to
innovation and development. There is an emphasis on being on the
cutting edge. Risk-Taking, Performance, Long Term Thinking,
Unstructured Environment, Flexible, Creative, Shared Decision
Making, Freedom to Act. Dominant Characteristics

The organization is a very dynamic entrepreneurial place. People
are willing to stick their necks out and take risks.

Leadership -The leadership in the
organization is generally considered to exemplify entrepreneurship,
innovating, or risk-taking Management of employees -The management
style in the organization is characterized by individual
risk-taking, innovation, freedom, and uniqueness.

Values– Honesty, Diversity, High Performance,
Innovation, Risk Taking, Learning, Balance, Flexibility

Workforce Description– Employee specialization
– Temporary labor which includes clerical, administrative,
assemblers, machine operators, inspectors Other key positions
include Information Technology Business Analysts, Information
Technology Specialists, Cost Accountants, Safety Specialists, Sales
Managers, On site Client Managers, Media, Communications and Media
Specialists. Diverse workforce with broad range in age.

Customer Facing – Temporary Labor assigned
to client sites, such as Assemblers, Administrative Assistants, and
Clerks, as well as Sales Managers, Solution Managers, and On-site
client Managers External labor market availability- The labor
market is not readily available. Competition with other companies
is fierce.

Questions that need answers:

1.What job evaluation method would you use to determine
your positions’ relative worth to develop the internal hierarchy,
equity, and external competitiveness? Why?

2.If you were to design a Competency-Based pay
structure, what are the most important (core) competencies (select
the top five) you would choose for your organization and why? What
are the advantages of a competency-based pay system? What are the

3.What are the factors that shape your organization’s
external competitiveness to recruit and retain employees? Discuss
your specific labor market factors (supply and demand), product
market factors (competition and product demand), and the
organization factors (industry, strategy, size, etc.). From this
information and your organizations’ ability to pay, where would you
position your organization’s overall competitive pay policy (lead,
market, or lag) and why?

4.If you were going to select jobs to include in a
benchmark survey to ensure that your pay is competitive, which jobs
would you choose and why (review Workforce

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