As a team we think that Landslide should take under considerations to have a very tight labor market. We believe that Landslide company they need a pay structure to be in place. A pay structure is job-base compensation model. Pay structure is a type up letter that is given to each employee and it description job date position that the company has. Design pay system it identifies important characteristic for each position so that each characteristic can be describe with, and weight with the same factors (Cascio, 2013).
As a team we think that Landslide Limo service should use a job evaluation. So that they could evaluate the employee work and rank their job. Landslide Limo service should use external survey to help them with identify pay rate ...view middle of the document...
“Positioning is the act of designing the company’s offering and image to occupy a distinct place in the target market’s mind” (Kotler& Keller, 2012). They are also seeking to hire retain employee in a new market. In Austin Texas marketing position has low unemployment rate. According to the U.S. department of Labor Statics, the unemployment rate in Austin Texas is 3.5; which is significantly lower than the national average of 6.2%. The market competition has a high amount but their unemployment rate is rate is still low. In Austin Texas limo driver is 10% lower than the national average 25,200.
Austin Texas limo driver their pay starts at 22,570 which is 10.85 an hourly. As a team we recommend starting wage position be set at the market value. When opening a business you must check out your main competitor. This let you know who is in the market. Some time your competitor may sway or temp employees to leave your organization. Landslide has two main competition which is Big as Texas limousine Services and Austin Black Car Service.
Landslide competitor is currently located in Austin, Texas and is in a large competitor. Landslide must give their employee a benefits package if they want to steal skilled employees from their competitor; or to keep the employee that they have already on staff.
Cascio, W. (2013). Managing human resources: productivity, quality of work life, profits (9th ed.). New York, NY: McGraw-Hill Irwin.
Kotler, P., & Keller, K. L. (2012). Marketing Management 14th ed. Upper Saddle River: Prentice Hall.
Cascio, W. F. (2013). Managing Human Resources (9th ed.). New York, NY: The McGraw- Hill Companies, Inc.
Cascio 9ed. McGraw-Hill Create, Bookshelf. http://online.vitalsource.com/books/9781121903814/page/469