Question.719 - Total Rewards Analysis: For this part of the assessment, you will analyze given aspects of a total rewards package from the provided case study. You will analyze qualitative and quantitative data regarding the current system and determine gaps in that system that will inform your future recommendations and revisions. D. Determine areas of misalignment, differences, and gaps present in the current benefits and compensation system, based on the external benchmarking data. What are the key areas of the current system that are misaligned with the competition? E. Based on the strengths and weaknesses of each plan, determine Emerging Pharmaceuticals rewards components that should be increased, reduced, or stay the same, and provide your rationale. F. Compare qualitative input data and quantitative analysis with the organization’s employee demographic data to determine the degree of the existing population that will be affected by the proposed changes. In other words, what is the overall impact of each proposed change?
Answer Below:
Benefits xxx Compensation xxxxxxxx Latissa xxxxxx Southern xxx Hemisphere xxxxxxxxxx OL- xxxxx Rewards xxxxxxxxx Bobby xxxxxxx December xx Benefits xxx Compensation xxxxxxxx Emerging xxxxxxxxxxxxxxx tend xx employ xxx practice xx utilizing xxx generic xxxx and xxxx provide xxxxxxx towards xxx co-pay xxxxx of xxxxx on xxx prescription xxx generic xxxxx While xx the xxxxx hand xxxxxxxxx tends xx provide x more xxxxxxxxxxxxx prescription xxxx coverage xxxxx where xxx PPO xxxx offered xxxx coverage xxxx the xxxxxxx drug xxx CHP xxxx pays xxx certain xxxxxxx drugs xxx the xxxx pays xx the xxxx prescription xxxxxxxxxxx the xxxxxx deductibles xxxxxxxx Pharmaceuticals xxx Medtronic xxxxxxxxxx n x Medtronic xxxxxxxx Information x d xx addition xxx Earn xxxxxx model xxxxxxx to xxxxxx the xxxxxxxxx in xxxxxxxx in x Healthier xxxxxxxx initiative xxxxx rewards xxx be xxxxxx by xxxxxxx track xx themselves xx order xx establish x preventive xxxxxxxx towards xxxxxxxxxx and xxxx employees xxxx an xxxxxxxx rate xx will xx deposited xx their xxxxxx account xx order xx encourage xxxxxx culture xxx Earn xxxxx for xxxxxxxxxx healthcare xxxxx is xxx implemented xx the xxxxxxxx Pharmaceuticals xx Emerging xxxxxxxxxxxxxxx the xxxxxx Bi-weekly xxxxx tend xx be xxxxxxxxxxxxx in xxxxxxxxxx employment xxxxx the xxxxxxx notion xx CHP xxxx HSA xx to xxxx the xxxxxxxxx invest xxxxx money xx the xxx they xxx obtain xxxxxxxxxxxxx healthcare xxxxxxxx and xxxx help xx getting xxx advantages xxxx lower xxxxxxx premiums xxxx encompass x larger xxxxxxxx network xxxxx is xxxxxxxx contradictory xx the xxxxxxx of xxxxxxxxx because xx the xxxxxx deductibles xxxxxx for xxxxx Employee xxx for xxxxxxxx including xxxxx spouse xxxxx the xxx plan xxxxxx for xxxxxxxxx and xxxx considering xxx family xx is xxxxxxxx Pharmaceuticals xxx Medtronic xxxxxxxxxx n x Medtronic xxxxxxxx Information x d xx a xxxxxxx context xxx reports xx the xxxxxxxxx refer xx the xxxxxx employees xxxx shown xxx out-of-pocket xxxxxxx including xxx deductibles xxx employees xxxxx is xxxxxx and xxx family xxxx spouse xxx children xxx around xx Emerging xxxxxxxxxxxxxxx and xxxxxxxxx Comparison x d xxxxxxxxx Benefits xxxxxxxxxxx n x The xxxxxxx for xxxxxxxx Pharmaceuticals xx that xxxx of xxxxxxxxx working xxxxx are xxxx a xxxxxx who xxxxxxxxxx diverse xxxxxxxx about xxx deductibles xxxxxxxxxxx the xxxxxxx healthcare xxxxx being xxxxxxx In xxxxx to xxxxxxxx the xxxxxx comparison xxxxx is x salary xxxxxxxxxx for xxxxxxxxxx of xxxxx between xxx two xxxxxxxxx with xxxxxxxxx offering xxxxxx pay xxxxx is x similar xxxxx for xxx the xxxxxxxx stakeholders xxxxxxx with xxxx companies xxxx Medtronic xxxxxxxx them xxxxxx pay xxxx the xxxxxxxxx experience xxxxxx to xxxxxx salary xxxx compared xx the xxxxxxxxxxx it xxxxx lead xx creating x toxic xxxx culture xxx variable xxx tends xx be xxxxxxxx at xxxxxx Emerging xxxxxxxxxxxxxxx and xxxxxxxxx Comparison x d xxxxxxxxx Benefits xxxxxxxxxxx n x Medtronic xxxx offers xxxxxxxxxxx interventions xx order xx encourage xxx favor xxxxx post-secondary xxxxxxxxx interest xxx scholarship xxxxxx from xx - xxxxx is xxxxx on xxxxx active xxxxxxx hours xx per xxxx Emerging xxxxxxxxxxxxxxx tends xx have x lesser xxxxxxxxxxxxx approach xx terms xx coverage xxxxxxx from xx for xxxxxxxxx who xxxx completed xxx year xx service xxxxx the xxxxxxxxx offers x tuition xxxxxxxxxxxxx ranging xxxx to x unlike xxxxxxxx Pharmaceuticals xxx Medtronic xxx no xxx on xxx working xxxxxxxxxx within xxx company x believe xxxx encourages xxx employees xxxx their xxxxxxxx in xxx medical xxxxx is xxxxxx immediately xxxxx joining xxx firm xxxxxxxx Pharmaceuticals xxx Medtronic xxxxxxxxxx n x Medtronic xxxxxxxx Information x d xxxxxxxxxxx the xxxxxxxx Medtronic xxxxxx better xxxxxxxx that xxxxxx the xxxxxxxxx to xxxxx their xxxx with xxxxx families xxx also xxxxx diverse xxxxxxx seems xx be xxxxxxxxx with x ten xxxx holiday xxxxxxx while xxxxxxxx Pharmaceuticals xxxxx seven xxxx of xxxx holidays xxxxxxxxxxx the xxxx Emerging xxxxxxxxxxxxxxx offer xxx days xxx three xx fewer xxxxx to x maximum xx days xxx ten xxxxx and xxxxx while xxxxxxxxx offers xxx four xx fewer xxxxx and xxxxx four xxxxx it's xxxx PTO xxxxxxxxxxx the x Medtronic xxxxx to xxxxx up xx of xxxxx with xxxxxxxxxx contribution xxx in xxxxxxxx Emerging xxxxxxxxxxxxxx matches xx a xxxxxxxxxxx the xxx of xxx calendar xxxx but xxxx until xxxx complete x thousand xxxxxxx hours xxx eligibility xx on xxxx but xxx company xxxxxx additional xxxxxxxx like xxxxxx work xxxxxxxx Pharmaceuticals xxx Medtronic xxxxxxxxxx n x Medtronic xxxxxxxx Information x d xx order xx mitigate x comprehensive xxxxxxx environment xxxxxxxx Pharmaceutical xxxxxx assess xxx existing xxxxxx structure xx accordance xxxx their xxxxxxxxxx although xxx company xx young xxxxxxxx to xxx others xx can xxxx in xxxxx to xxxxxxx an xxxxxxxx favorable xxxxxxxxxxxx pattern xx terms xx PTO xxxxxxxx festive xxxxxxxx holidays xxxxxxxxxxx the xxxxxxx ethnicity xxxxx in xxxxx workforce xxxxxxxx Pharmaceuticals xxx consider xxxxxxx support xx in xxxxxxxxx the xxxx can xxxxxx a xxxx comprehensive xxxxxxx in xxxxx employee xxxxxxx and xxxxxxxx establishing xx employee xxxxxxxxx to xxxxxxxxx a xxxxxxxx of xxxxx concerns xxxx that xx bridges xxx communication xxx between xxx top xxxxxxxxxx and xxxxx workforce xxxxxxxxxxx the xxxxx count xx employees xxxxxxxxxx for xxxx under xxx age xx and x total xxxxx of xxxx over xxxxxxx full xxxx the xxxxxx States xxxxxx the xxxxxxx number xx employees xxxxxxxxx Canada xxx most xx the xxxxxxxxx working xx administrative xxxxxxx staff xx following xxxxx professionals xxxx clinical xxxxxxxxxx research xxxxxxxx middle xxxxxxxx and xxxxxx management xxx majority xx the xxxxxxxxx under xxx age xx working xxxxxxxxx it xx the xxxx of xxx hour xx push xxx boundaries xx the xxxxxxx to xxxxx a xxxxxxxxxxxxx rewards xxxx extending xxx remote xxxxxxx to xxxxxxx sector xxxxxxxx an xxxxxxxxxxx rewards xxxxxx with xxxxxx variable xxx structure xx over xxxxx the xxxxxxxxxx serves xx a xxxxxx of xxxxxxxxx providing xxxx healthier xxxxxxx conditions xxx compensation xxxxx this xx a xxxxxx company xxxx employees xxxxxxx in xxxxx region xxx holiday xxxx does xxx include xxx festive xxxxxxxx of xxxxx region xxxxx forcing xxx employees xx adhere xx working xxxxxxxx of xxxxxx States xxxxx to xx assessed xx considering xxx employee xxxxxxxxx of xxxxx region xxxxxxxxxx Emerging xxxxxxxxxxxxxxx and xxxxxxxxx Comparison xxxxx learn xxxx edu x d xxxxxxxxx from xxxxx learn xxxx edu xxxxxxx enforced xxxxx -H xxxxxxxxxxx EW xxxxxx Six xxxxxxxx Guidelines xxx Rubric xxxx Medtronic xxxxxxxx Information xxxxx snhu xxx n x Retrieved xxxx http xxxxxxxx medtronic xxx SitePages xxxxxxxxxxxxxxx aspx xxxxxxxx amp xxxxxxxx amp xxxxxMore Articles From Strategic Management
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