Cultural competency staircase model steps

Running head: TRAINING SESSION AGENDA FOR PARTICIPANTS 1

TRAINING SESSION AGENDA FOR PARTICIPANTS 1

TEACHERS COMMENTS AND ASSIGNMENT AND ASSIGNMENT DETAILS BELOW

TURN A B INTO AN A

ASSIGNMENT DETAILS

Competency

Evaluate compensation systems offered by organizations to attract and motivate employees.

Scenario

You are the Training and Development Supervisor for a private, mid-sized company that researches and produces products for the cosmetics industry. An international cosmetics brand, Marylion, has recently bought your company, and most of the employees of your company will now work for the international firm. All of the scientists in the research and development department of your old company are being retained by the acquiring firm.

In your old company, scientists were compensated based on their job titles and years of experience in the company. However, in their new roles, they will be compensated differently. Marylion has a different pay system for scientists in R&D than for other employees. Scientists are compensated using a person-focused pay model. Specifically, a stair-step model of competency-based pay is used.

As the scientists in your old firm are not familiar with this new model of compensation, it has been decided that you, as the new Training and Development Manager for Marylion, should provide an onboarding training session. The training session is to help the scientists understand how their new compensation system will work. You have been asked to create a training agenda and outline of the training session to be reviewed by the HR manager prior to hosting the training.

Instructions

The training agenda should include each topic with key points and an area provided for note taking. The training outline should be formatted with bulleted points for each topic, speaker's notes, and include the amount of time needed to cover each topic.

Prepare a training agenda for participants and a training outline for the presenter that:

· Explains the concept of a people-focused pay model.

· Compares a competency-based pay model to a job-based pay model.

· Explains a stair-step model of compensation.

· Analyzes the advantages of a people-focused pay model for scientists at Marylion.

· Discusses the impact of people-focused pay on employee motivation through promotions and career paths.

· Provides attribution for credible sources used in the training agenda and outline.

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TEACHERS COMMENTS

Thank you for your assignment submission. You did a great job of organizing the summary and training agenda along with providing relevant key points and examples. You received an overall score of 3 on this assignment. Please see the feedback and associated rubric listed below.

Score 4: Strongly explained the concept of a people-focused pay model using thorough example(s) in a well-crafted training session agenda and outline.

You did a great job in this section and provided a concrete example along with relevant research.

Score 4: Strongly compared a competency-based pay model to a job-based pay model using thorough example(s) in a well-crafted training session agenda and outline.

You did a nice job of comparing the two pay models and included relevant research to support your statements.

Score 4: Strongly explained a stair-step model of compensation using thorough example(s) in a well-crafted training session agenda and outline.

Thank you for making some great points in this section and for including relevant research. Remember that this model is not solely based upon education. One example I gave previously was a level 1 position vs. a level 2. Think about the differences in knowledge, skills and abilities that might differentiate a level 1 employee from a level 2, for example.

Score 3: Analyzed the advantages of a people-focused pay model for scientists at Marylion, clear example provided.

You provided some good examples here, but I would have liked to see additional detail. Without scholarly research that is relevant, this is your opinion. You very well may be correct, but what does the literature say that supports your claims?

Score 3: Discussed the impact of people-focused pay on employee motivation through promotions and career paths, clear example provided.

Overall you have provided a good summary in this section, but I would have liked to see more thorough detail. The topic of employee motivation is a vast topic that contains lots of great scholarly research. I recommend that you add to this section and include relevant research to demonstrate the importance of this pay model on employee motivation.

Score 4: Used and relied on all credible sources in a well- crafted training session agenda and outline.

Overall, you used great resources that were relevant to the topic.

Training Session Agenda for Participants

Russell Vilardi

Rasmussen College

Author Note

This paper is being submitted on February 9, 2021 for Rasmussen College course.

TRAINING SESSION AGENDA FOR PARTICIPANTS

Participants: All Scientists

Venue:

Date:

Time:

Duration:

Goals and Objectives: In light of the recent change in management and the consequent change of the compensation model from a job-based pay model to a competency-based pay model, this training session will help scientists understand how the new compensation model works. By the end of this session, therefore, you shall have known the concept of a people-based pay model, the differences between a competency-based and a job-based pay model, the concept of a stair-based compensation model, the advantages of a people-based pay model, and the impacts of people-focused pay on employee motivation through career paths and employee motivation.

TOPIC

KEY POINTS

NOTES

How does a people-focused pay model work?

This model rewards an employee for the acquisition of job-related knowledge, competencies rather than for the demonstration of successful job performance. It can be pursued in three ways: competency-based pay, skill-based pay, and pay-for-knowledge (Black & Venture, 2017). For example, a person would typically be paid more if they supplemented their product synthesis skills with computer skills.

What is the difference-between a competency-based and a job-based pay model?

A job-based pay model pays salaries based on compensable factors determined by the job, i.e., one's salary is decided by one's responsibilities, and at times the conditions they work in. A competency-based pay model, however, increases pay when one learns a new skill or improves the knowledge and skill one already has (Jong, 2019). For example, if persons A (with a master’s degree) and B (with a bachelor’s degree) are both product analysts, person A will be paid more. In other words, we will be using a stair-step model of payment.

What is a stair-step compensation model?

This model of pay is a form of a differential bonus. In other words, the difference in the pay two people with the same job title will earn will be based on the level of one’s competencies (Barth & de Beer, 2018). For example, if there are two shift engineers working alternating shifts, the one with a higher degree (or additional computer skills) will be paid more because of that added competency.

Advantages of a people-focused pay model

One great advantage scientists at Marylion will derive from this model is that it promises both job security and job enrichment. It would not be easy for the company to let go of a scientist who has gained exemplary skills in their specific field. In addition, a scientist with improved competencies stands a better chance even elsewhere if they decide to leave (although we wouldn’t encourage this). A people-focused pay model is also good for one’s personal motivation and satisfaction.

Impact of people-focused pay on employee motivation

This pay model almost guarantees promotion for any scientist who will decide to improve their competencies, or at least a pay rise if a promotion is not presently available. Also, this model will encourage scientists to pursue specific career paths, which would be a great input to their personal achievements. It is essentially offering scientists an opportunity to improve themselves. For example, upgrading from a diploma to a bachelor’s degree is a guaranteed pay rise.

References

Barth, A. L., & de Beer, W. (2018). People-Focused: Respect and Trust. In Performance Management Success (pp. 89-100). Springer, Cham.

Black, J., & Venture, K. L. (2017). The human factor to profitability: People-centered cultures as meaningful organizations. Journal of Organizational Psychology, 17(2), 24-34.

Jong, S. D. (2019). Analysing the change towards a new performance management system at a multinational staffing firm.