[Type the company name]
HRM3705 Assignment 3
(COMPLETE GUIDELINE)
Semester 1 2025 - DUE 25
April 2025
NO PLAGIARISM
[Year]
,INTRODUCTION
In today’s competitive business environment, effective remuneration strategies are essential to
attracting, motivating, and retaining top talent. This assignment explores how organisations
operating in South Africa, such as CheckSmart Retail, LumaTech, and ZuluTech, can address
remuneration challenges through strategic HR practices and job evaluation systems. The need for
consistency in pay structures, internal equity, legal compliance, and alignment with
organisational goals is increasingly vital, especially during periods of growth, restructuring, or
merger. The assignment begins by evaluating the application of the point-factor job evaluation
method to harmonise job levels across newly merged retail stores. It then examines how
legislative frameworks such as the Basic Conditions of Employment Act and the Employment
Equity Act influence remuneration policies and ensure fairness. Further, the development of a
robust remuneration strategy tailored to LumaTech’s innovation-driven culture is discussed,
followed by a critical analysis of ZuluTech’s equity challenges. The assignment integrates best
practice principles and practical solutions to promote fairness and strategic alignment.
QUESTION 1
To address the inconsistencies in pay between the “Customer Service Supervisor” and the “Floor
Team Leader,” CheckSmart Retail could implement a point-factor job evaluation system. This
method systematically determines the relative value of jobs by assigning points to various job
components, known as compensable factors. It allows the organisation to objectively compare
roles, regardless of titles, based on their actual content and contribution to the business.
1. Using the Point-Factor Method
The point-factor system evaluates jobs by breaking them down into key compensable factors
such as skills, responsibilities, effort, and working conditions. Each factor is weighted according
to its importance and assigned a numerical
Addressing Pay Inconsistencies Using the Point-Factor Method at CheckSmart Retail
In today’s competitive and employee-conscious work environment, fair and equitable
compensation is vital to attracting, motivating, and retaining skilled employees. At CheckSmart
Retail, discrepancies in pay between the Customer Service Supervisor and Floor Team
Leader roles have sparked concerns about fairness and internal equity. These inconsistencies
may stem from job titles being misaligned with actual job content and contribution. To address
this issue effectively, CheckSmart Retail can implement the Point-Factor Method—a
structured, objective, and analytical approach to job evaluation.
, Understanding the Point-Factor Method
The Point-Factor Method is a widely used job evaluation system that quantifies the relative
worth of different jobs within an organisation. It is based on identifying compensable factors—
key elements of a job that the organisation values and is willing to pay for. Each factor is
assigned a weight based on its importance, and then broken down into levels or degrees. Jobs are
assessed on how they rate across each factor, and points are allocated accordingly. The total
score reflects the job’s relative value and serves as the foundation for assigning a pay grade.
Common Compensable Factors
CheckSmart Retail can customise the following standard compensable factors based on its
strategic goals and values:
1. Skill
o Education required
o Experience level
o Technical knowledge
o Interpersonal and problem-solving abilities
2. Responsibility
o Accountability for people, processes, and resources
o Supervision of staff
o Decision-making authority
3. Effort
o Mental concentration
o Physical exertion
o Time pressure
4. Working Conditions
o Exposure to physical hazards
o Work environment (e.g., noise, temperature)
o Irregular hours or shift work
Application to CheckSmart Retail Roles
Let’s explore how this method could help resolve discrepancies between the two roles in
question:
Compensable
Customer Service Supervisor Floor Team Leader
Factor
High: Conflict resolution, CRM systems, Moderate: Product knowledge,
Skill
people management inventory systems
High: Customer satisfaction, team Medium: Floor operations, stock
Responsibility
performance, complaint escalation placement, team guidance
High: Physical effort, movement,
Effort Moderate: Cognitive load, multitasking
multitasking
HRM3705 Assignment 3
(COMPLETE GUIDELINE)
Semester 1 2025 - DUE 25
April 2025
NO PLAGIARISM
[Year]
,INTRODUCTION
In today’s competitive business environment, effective remuneration strategies are essential to
attracting, motivating, and retaining top talent. This assignment explores how organisations
operating in South Africa, such as CheckSmart Retail, LumaTech, and ZuluTech, can address
remuneration challenges through strategic HR practices and job evaluation systems. The need for
consistency in pay structures, internal equity, legal compliance, and alignment with
organisational goals is increasingly vital, especially during periods of growth, restructuring, or
merger. The assignment begins by evaluating the application of the point-factor job evaluation
method to harmonise job levels across newly merged retail stores. It then examines how
legislative frameworks such as the Basic Conditions of Employment Act and the Employment
Equity Act influence remuneration policies and ensure fairness. Further, the development of a
robust remuneration strategy tailored to LumaTech’s innovation-driven culture is discussed,
followed by a critical analysis of ZuluTech’s equity challenges. The assignment integrates best
practice principles and practical solutions to promote fairness and strategic alignment.
QUESTION 1
To address the inconsistencies in pay between the “Customer Service Supervisor” and the “Floor
Team Leader,” CheckSmart Retail could implement a point-factor job evaluation system. This
method systematically determines the relative value of jobs by assigning points to various job
components, known as compensable factors. It allows the organisation to objectively compare
roles, regardless of titles, based on their actual content and contribution to the business.
1. Using the Point-Factor Method
The point-factor system evaluates jobs by breaking them down into key compensable factors
such as skills, responsibilities, effort, and working conditions. Each factor is weighted according
to its importance and assigned a numerical
Addressing Pay Inconsistencies Using the Point-Factor Method at CheckSmart Retail
In today’s competitive and employee-conscious work environment, fair and equitable
compensation is vital to attracting, motivating, and retaining skilled employees. At CheckSmart
Retail, discrepancies in pay between the Customer Service Supervisor and Floor Team
Leader roles have sparked concerns about fairness and internal equity. These inconsistencies
may stem from job titles being misaligned with actual job content and contribution. To address
this issue effectively, CheckSmart Retail can implement the Point-Factor Method—a
structured, objective, and analytical approach to job evaluation.
, Understanding the Point-Factor Method
The Point-Factor Method is a widely used job evaluation system that quantifies the relative
worth of different jobs within an organisation. It is based on identifying compensable factors—
key elements of a job that the organisation values and is willing to pay for. Each factor is
assigned a weight based on its importance, and then broken down into levels or degrees. Jobs are
assessed on how they rate across each factor, and points are allocated accordingly. The total
score reflects the job’s relative value and serves as the foundation for assigning a pay grade.
Common Compensable Factors
CheckSmart Retail can customise the following standard compensable factors based on its
strategic goals and values:
1. Skill
o Education required
o Experience level
o Technical knowledge
o Interpersonal and problem-solving abilities
2. Responsibility
o Accountability for people, processes, and resources
o Supervision of staff
o Decision-making authority
3. Effort
o Mental concentration
o Physical exertion
o Time pressure
4. Working Conditions
o Exposure to physical hazards
o Work environment (e.g., noise, temperature)
o Irregular hours or shift work
Application to CheckSmart Retail Roles
Let’s explore how this method could help resolve discrepancies between the two roles in
question:
Compensable
Customer Service Supervisor Floor Team Leader
Factor
High: Conflict resolution, CRM systems, Moderate: Product knowledge,
Skill
people management inventory systems
High: Customer satisfaction, team Medium: Floor operations, stock
Responsibility
performance, complaint escalation placement, team guidance
High: Physical effort, movement,
Effort Moderate: Cognitive load, multitasking
multitasking
