This ensures fairness while maintaining individual creativity and innovation. Employees need to view the compensation as fair in order to be motivated to translate their performance into positive outcomes. Fast cat is an innovative company that relies on critical thinkers, analytical personal, problem solvers, and are successful based on the overall organizational commitment of their employees.
It will aid in succession planning and provide a comprehensible overview of how FastCat is divided into departments to portray a flatter organizational structure.
Description of Fastcat evaluation Factors and Sub-factors. This new plan comprises four key compensable Fastcat evaluation However, skilled talent has become table stakes across the industry and no longer is sufficient to set FastCat apart from its competition.
Both are fundamental job requirements, strongly support the strategic direction, are Fastcat evaluation in the mission statement and highly valued by our customers. It has been structured to maintain the integrity of critical and core job profiles required to deliver against this strategy while focusing on factors which significantly differentiate FastCat from its competitors.
Internal alignment defines the relationships between the jobs within FastCat. All 24 jobs were evaluated against each compensable factor and sub-factor and received a resulting job point value.
The table below summarizes the weightings and levels applied for each factor and sub-factor. Cultural change will not occur without this alignment. To compliment this flexible layout is the flat organizational structure. Innovation and creativity is a source of pride for all FastCat employees.
Demonstrating procedural and distributive fairness in the treatment of employees and the compensational pay model is crucial. This plan will be instrumental in the improvement of employee retention. The fact that the system is difficult to imitate establishes competitive advantage.
This new plan is designed to reduce overall salary costs while enabling FastCat to introduce market competitive, pay-for-performance practices and refocus its workforce on the values that matter most to FastCat and its stakeholders. This promotes and boosts employee morale because of a fair process.
These jobs were then grouped into 5 distinct levels: This recommendation is based on sound compensation, job evaluation and organizational design principles. A consistent point structure has been allocated to each degree which aligns to a description of the required characteristics of the job.
List of Compensable Factors at FastCat. The values ranged from Recommend Internal Structure When designing and developing a compensation system, in order to ensure success the compensation plan must align with company objectives.
The process used to design a successful plan for Fast cat started with aligning the organizational objectives with a compensation strategy.
Without innovation, FastCat revenue stream will continue to erode.FastCat is a provider of Software solutions to small and medium scale healthcare providers.
Presently they are facing tough competition from the bigger players who have started venturing into the small and medium scale markets. FastCat needs to structure its organization so as to take over the.
FastCat Compensation System Team F David Dorband, Serge Husak, Priscilla Martinez, Yesenia Montalvo & Gabrielle Pavageau FastCat needs a new compensation system that “will reflect its changing strategic direction and vision and help the company succeed.”.
Archipelago Philippine Ferries Corporation 6th Floor Unioil Center Bldg., Commerce Avenue corner Acacia Avenue Madrigal Business Park. Archipelago Philippine Ferries Corporation (APFC) was founded to provide a vital maritime link between the Philippines’ 7, islands. Since its incorporation init has become a trusted shipping company that owns and operates the Philippines’ first and only catamaran Roll-on/Roll-off (RoRo) ferries.
Fast Cat Sol Phase 1. fastcat. FastCat Phase 1. S12 Final Report - Sample. This manual effectively describes job evaluation killarney10mile.com 70% of employees felt the strong sense of commitment. business and nature of work. Also. or the strategy changes.
Documents Similar To FastCat's Compensation Report. Group 6 WDA Phase (I). Page 35 of 79 Recommend an Implementation Plan The FastCat evaluation plan has been designed to support all organization strategies and goals by the process of the compensation plan for each job family.Download