Sprint Compensation System Paper Example

Introduction

Many companies use compensation systems as a tool of motivating employees to reach their goals. Besides, compensation systems are used to organize the work environment, set a transparent and just working system. HR managers always set compensation systems that provide them with an opportunity to compensate for better job performers (Bulan et al., 2016). In Sprint Company, employees are given numerous benefits, bonuses, and salaries that are attractive.

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In the company, a worker that is newly employed is given a package off to the range of $ 20,000 to $ 60,000, while the employees that hold a senior position in the company are paid a range of $ 40,000 to $ 140,000 every month (Bulan et al., 2016). Sprint is also always willing to improve the salary of the employees when the need arises. In the company, apart from the employees receiving a good wage, they are also entitled to numerous benefits from the company which includes medical plans, life insurance and longtime insurance for the individual that got harm in the course of work (Bulan et al., 2016). To understand better the compensation system of Sprint Company, interviews, questionnaires and observations were used by the experts.

Observation

The method of direct compensation enabled the job analyst to see how the employees were performing in the workplace facilitating receiving of first-hand information concerning the system that they were analyzing. The method allowed the analyst to determine the compensation system since the job nature and behavior were observable and involved some degree of movement (Bulan et al., 2016). Besides, the job style of Sprint Company was a brief enabling observation to be made at a short period. The use of view enabled the analyst to observe the employee of the company daily in their workstations. The information was reliable since it was first-hand information (Singh & Oroskar, 2018). The Human Resource Manager was able to receive the raw data directly from the workers. The salary structure of the company, benefits, and bonuses that the worker of Sprint Company enjoys were easily understood using this method of data collections.

The company also provides its employs with several benefits that include discounted merchandise and not allowed to take part in vendors. Through observation, the analyst established that Sprint Company provides its employees with twelve phones at only 15 dollars every month (Singh & Oroskar, 2018). In so doing, the employees are therefore responsible for the wellbeing of the phones. Besides, Sprint offers the employees with an attractive offer of $30 per every line, and it is done to the individual who is who will not like to be held responsible of anything at the end of the day activities (Singh & Oroskar, 2018).

Sprint Company makes it mandatory for the employees who have served the company for more than five years to make an average of 55, 000 dollars. Furthermore, the employees who have served the company for more than five years and less than nine years are in the position of making 57,000 dollars every month in the company according to the observation made by the analyst (Jung & Xiong, 2017). The observers also saw that the company produces over 39% of their employees that have worked in the company for more than ten years to make an additional 39,000 dollars on top of their salaries and bonuses every year (Singh & Oroskar, 2018). As they observed the certification of the employees that includes certificates and degrees, the analyst found that the employees who are licensed are paid more than the employees that were not credited. The certified and registered employees were paid by Sprint Company a lump sum of 126, 000 dollars and the salaries increase every year.

Interview

The job analyst used both unstructured and structured interview to explore the compensation system of Sprint Company. The analyst demonstrated they used the questioning strategy to examine the work the employees in the company were performing. The conversations took place in areas that concerned compensation system in regards to bonuses, salaries, benefits, and other incentives (Jung & Xiong, 2017). From the interview, the analyst established that Sprint Company workers enjoyed a variety of gifts that included phones at a lower price and attractive salaries. Unstructured interviews unravel without any preset structure whereas the structured interviews, follow a systematic approach where there is a systematic interviewing of employees in an accurate and consistent, observing the present format in the conversation (Hsieh & Willis, 2015). However, in this case, experts used both the structured and unstructured interviews in obtaining the information from the Sprint Company workers.

Questionnaires

This method required that workers, managers and even supervisors of Sprint Company to fill some, forms that are called questioners (Jung and Xiong, 2017). This is one of the widely used job analysis methods. Although it is costly to create it, it is also effortless to use since it is easy to distribute the questioners to many people as possible. In the questionnaire you can have different forms of questions ranging from open-ended questions, multiple choices, as well as checklists or, have a mix of all of them (Brown et al. 2015). From this method, the experts also obtained a lot of information from the workers about their salaries and the benefits as well as the bonuses the company gives the employees.

References

Brown III, W., Ibitoye, M., Bakken, S., Schnall, R., Balan, I., Frasca, T., & Carballo-Dieguez, A. (2015). Cartographic analysis of antennas and towers: a novel approach to improving the implementation and data transmission of mHealth tools on mobile networks. JMIR mHealth and uHealth, 3(2). Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4526907/

Bulan, O., Bernal, E. A., & Loce, R. P. (2016). U.S. Patent No. 9,286,516. Washington, DC: U.S. Patent and Trademark Office. Retrieved from https://www.uspto.gov/sites/default/files/documents/fy18pbr.pdf

Hsieh, C., & Willis, V. F. (2015). Executive Compensation and Tax Haven Subsidiaries. Journal of Accounting & Finance (2158-3625), 15(1). Retrieved from http://m.www.na-businesspress.com/JAF/HsiehC_Web15_1_.pdf

Jung, J. C., & Xiong, X. G. (2017). SoftBank's Acquisition of Sprint Nextel Corporation. Asian Case Research Journal, 21(02), 377-392. Retrieved from http://m.www.na-businesspress.com/JAF/HsiehC_Web15_1_.pdf

Singh, J. P., & Oroskar, S. S. (2018). U.S. Patent Application No. 15/477,157. Retrieved from http://www.freepatentsonline.com/10142878.html