Discuss the below in a 2 to 3 page:
Now that you have your job description, job analysis, and basic pay structure created for your new position, start to take a look at the benefits you will offer this employee. For this part of your project, continue to build on your compensation plan. You will do this by designing a benefit and incentive plan. This piece of the project must include the following:
1. Design an incentive program and apply to your job analysis and description.
2. Plan and create a detailed discretionary benefit plan and integrate the plan into the newly created position.
3. List the benefits of the incentive program to the employee and the organization.
This part of your project must be in APA format.
Job Analysis
A job analysis process and job evaluation process for Barista job
Barista Job Responsibilities: The Barista will be in charge of promoting coffee consumption through selling coffee and educating customers. He will also be in charge of grinding and brewing equipment of coffee, supplies, and accessories as well as prepare and serve various coffee drinks, together with cookies and pastries.
Job Duties: The immediate barista responsibility will be to welcome customers through determining their needs and coffee interests; educate consumers through explaining and presenting the coffee drink menu and answer their questions. He will also be required to sell coffee and explain the differences in beans of coffee and machines of coffee preparation as he demonstrates how to operate the brewing equipment. The other duty of the Barista will be to prepare and sell coffee beverages through prescribing recipes and techniques of preparing coffee drinks like expresso cafe latte, expresso lungo, and cappuccino. He will be required to generate profits through new customers’ attraction and introducing new products and services. It will also be the duty of the Barista to maintain inventories through replenishing supply of coffee bean; stocking equipment of coffee brewing; maintaining pastries, supplies, and cookies for the coffee bar. He should ensure that all equipment are in operation through following instructions of operating; troubleshooting machine failures; maintain supplies; perform preventive maintenance and call for repairs. Lastly, the Barista will be in charge of maintaining healthy and safe work environment through following sanitation regulations and organizational standards.
Barista Skills and Qualifications: The skills and qualifications of the Barista will include: verbal communication, listening, customer focus, attendance, basic safety, people skills, customer service, action oriented, selling to customer needs, organization and client relationships
A Basic Pay Structure for the Barista Position
In average, A Barista earns a wage of $9.39 in every hour. The basic salary for Starbucks Barista is $9. The salaries of the Starbucks salaries nevertheless range between $7 and $14. This approximation has been based upon Starbucks Barista salary reports given workers or estimated through statistical methods. When bonuses and additional compensation have been factored, then a Starbucks Barista is paid $19,740 on average. Our Barista will be paid 10 dollars per hour with the following additional compensation per year. Cash bonus will be $953, the stock bonus will amount to $445, and there will be Profit Sharing of $82, Commission Sharing of $51 and Tips that will not exceed $ 1,294.
How the process and pay structure relates to the organization success
Pay structure and process have a link to organizational success. A good pay structure includes equilibrium between internal and external competition (Levine, 2010). The pay process and structure affect the happiness and productivity of workers, as well as the organization ability to successfully realize its goals. It is to the advantage of the organization to make sure that the workers are resourcefully compensated and well-informed of their reimbursements. A good pay structure and process helps an organization in creating the desired culture. How the system is structured, and the internal and external impartiality issues managed directly influences the growth and culture of the organization. It is, therefore, crucial for any organization to review the HR Toolkit and connect with HR and legal expert to ensure that the payment process and structure practices of the organization are in acquiescence with the current legislation of the organization’s jurisdiction (Viteles, 2012).
References
Levine, E. (2010). A framework for evaluating job analysis methods. Personnel Psychology Viteles, S. (2012). Job specifications and diagnostic tests of job competency designed for the auditing division of a street railway company. Psychological Clinic