,HRM3705 Assignment 3 (COMPLETE ANSWERS)
Semester 1 2025 – DUE 25 April 2025; 100% trusted,
comprehensive and complete reliable solution with clear
explanation
Table of Contents
1. Introduction
1.1 Background of ZuluTech
1.2 Purpose of the Report
1.3 Overview of Challenges
2. Analysis of ZuluTech’s Current Remuneration Strategy
2.1 Issue 1: Internal Equity and Pay Gaps
2.2 Issue 2: Lack of Transparent Performance Incentives
2.3 Issue 3: Misalignment with Strategic Goals
3. Proposed Remuneration Strategy
3.1 Principle of Internal and External Equity
3.2 Structured Pay Bands and Salary Benchmarks
3.3 Performance-Based Rewards and Incentives
3.4 Communication and Change Management
4. Application of Job Evaluation and Pay Structure
Design
4.1 Role of Job Evaluation in Promoting Fairness
4.2 Designing a Transparent Pay Structure
4.3 Long-Term Impact on Organisational Growth
5. Conclusion and Recommendations
6. References
, Question 1 1. CheckSmart Retail is a national retail chain
operating across South Africa. It recently merged with another
retail group and now needs to standardise job levels across all
150 stores. Two similar roles, “Customer Service Supervisor” in
the original stores and “Floor Team Leader” in the new ones,
have different pay grades despite similar responsibilities.
Explain how CheckSmart could use a point-factor job evaluation
system [2 marks] to address inconsistencies in pay between
these roles. In your answer, describe the key steps in the
evaluation process [3 marks], what compensable factors may
apply in retail [2 marks], and how this system promotes internal
consistency [2 marks]. Use examples where appropriate [3
marks].
1. How CheckSmart could use a point-factor job evaluation
system (2 marks)
CheckSmart can use the point-factor job evaluation system to
ensure that jobs with similar responsibilities—like “Customer
Service Supervisor” and “Floor Team Leader”—are assessed
fairly and consistently. This system assigns numerical points to
jobs based on key job elements (compensable factors) such as
skills, effort, responsibility, and working conditions. By
evaluating both roles against the same set of criteria,
CheckSmart can determine whether they are truly equivalent and
adjust pay grades accordingly.
Semester 1 2025 – DUE 25 April 2025; 100% trusted,
comprehensive and complete reliable solution with clear
explanation
Table of Contents
1. Introduction
1.1 Background of ZuluTech
1.2 Purpose of the Report
1.3 Overview of Challenges
2. Analysis of ZuluTech’s Current Remuneration Strategy
2.1 Issue 1: Internal Equity and Pay Gaps
2.2 Issue 2: Lack of Transparent Performance Incentives
2.3 Issue 3: Misalignment with Strategic Goals
3. Proposed Remuneration Strategy
3.1 Principle of Internal and External Equity
3.2 Structured Pay Bands and Salary Benchmarks
3.3 Performance-Based Rewards and Incentives
3.4 Communication and Change Management
4. Application of Job Evaluation and Pay Structure
Design
4.1 Role of Job Evaluation in Promoting Fairness
4.2 Designing a Transparent Pay Structure
4.3 Long-Term Impact on Organisational Growth
5. Conclusion and Recommendations
6. References
, Question 1 1. CheckSmart Retail is a national retail chain
operating across South Africa. It recently merged with another
retail group and now needs to standardise job levels across all
150 stores. Two similar roles, “Customer Service Supervisor” in
the original stores and “Floor Team Leader” in the new ones,
have different pay grades despite similar responsibilities.
Explain how CheckSmart could use a point-factor job evaluation
system [2 marks] to address inconsistencies in pay between
these roles. In your answer, describe the key steps in the
evaluation process [3 marks], what compensable factors may
apply in retail [2 marks], and how this system promotes internal
consistency [2 marks]. Use examples where appropriate [3
marks].
1. How CheckSmart could use a point-factor job evaluation
system (2 marks)
CheckSmart can use the point-factor job evaluation system to
ensure that jobs with similar responsibilities—like “Customer
Service Supervisor” and “Floor Team Leader”—are assessed
fairly and consistently. This system assigns numerical points to
jobs based on key job elements (compensable factors) such as
skills, effort, responsibility, and working conditions. By
evaluating both roles against the same set of criteria,
CheckSmart can determine whether they are truly equivalent and
adjust pay grades accordingly.
