Final Project Guidelines and Rubric
Overview
The final project for this course is the creation of a benefits and compensation analysis (with revisions) and a stakeholder presentation.
Professionals in the human resources field are often tasked with overseeing the benefits and compensation functions within any given organization. Human
resource professionals often have to examine specific compensation and benefit elements of a total rewards system and compare them with qualitative and
quantitative data collected internally, to determine how to fairly and appropriately reward employees for their work.
For the summative assessment, imagine you have been tasked with evaluating and revising the current benefits and compensation package of an organization.
You will utilize information from a case study to compare and contrast the organization’s total reward system with external benchmarking data, analyze data for
gaps, and make revisions to the existing compensation and benefit package. The information you are provided will be based on a specific aspect of a benefits and
compensation package (retirement benefits, medical benefits, etc.). You must also create a presentation to stakeholders that explains the proposed changes,
your rationale, and the implications of the changes for the organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure a quality final
submission. These milestones will be submitted in Modules Three, Five, and Seven. The final project will be submitted in Module Nine.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Analyze qualitative input from stakeholders for prioritizing employee concerns regarding existing organizational total rewards systems
Compare existing internal quantitative data regarding benefits and compensation structures to external benchmarking data for determining key areas of
concern in organizational total rewards systems
Evaluate strengths and weaknesses of organizational benefits and compensation structures for informing the revision of benefits and compensation
systems
Design revised benefits and compensation packages that address key stakeholder concerns and align with established financial, organizational, and legal
constraints
Appropriately communicate proposed changes of organizational benefits and compensations structures to various internal stakeholder populations
Prompt
In your role as a human resources professional, you have been asked to revise aspects of the current benefits and compensation package illustrated in the
Harvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” and make revisions to the package to accommodate
issues and concerns. You have also been asked to prepare a presentation to stakeholders regarding your proposed revisions. You will begin with an analysis of
quantitative and qualitative information about the current rewards system. Use this information to identify strengths and weaknesses of the current package and
make recommendations, while addressing stakeholder concerns and previously identified weaknesses. You will communicate these proposed changes in a
presentation to stakeholders of the organization.
Specifically, the following critical elements must be addressed:
I.
Benefits and Compensation Analysis: For this part of the assessment, you will analyze given aspects of a benefits and compensation package from the
provided case study. You will analyze qualitative and quantitative data regarding the current system and determine gaps in that system that will inform
your future recommendations and revisions.
A. Analyze the issues or concerns of employees through a review of the qualitative data presented in the case study, for their validity and
importance. Be sure to consider the needs of different demographics of employees within the organization.
B. Determine which issues within the qualitative input data from employees were the most consistent and the most prominent. You may consider
also representing your response visually.
C. Determine the key issues or concerns of employees that should be targeted and addressed, based on the provided qualitative data. Justify your
response. What issues or concerns should be targeted and why? Why should other concerns be made less of a priority? You could consider the
underlying reasons behind the issues voiced by employees.
D. Compare and contrast the provided quantitative data regarding the current benefits and compensation system with external benchmarking
data from organizations within the same industry. Be sure to use the provided table to complete your response. What does the current system
have that other organizations do not? What do other organizations offer that the current system does not? Be sure to justify your response.
E. Determine areas of misalignment, differences, and gaps present in the current benefits and compensation system, based on the external
benchmarking data. What are the key areas of the current system that are misaligned with the industry standard?
F. Based on your analysis of the provided qualitative and quantitative data, determine strengths and weaknesses present in the current benefits
and compensation system. What are the strong suits of the system? What are the weak areas? Be sure to justify your response.
G. Determine rewards components that should be increased or stay the same, and provide your rationale. What in the current package should be
emphasized or left alone?
H. Determine rewards components that should be reduced, and provide your rationale. What in the current package should be addressed?
I. Compare qualitative input data and quantitative analysis with the organization’s employee demographic data to determine the degree of the
existing population that will be affected by the proposed changes. In other words, what is the overall impact of a proposed change?
II.
Revisions: In this part of the assessment, you will make recommendations and revisions to the current benefits and compensation package to address
any concerns and gaps previously identified.
A. Make recommendations for accommodating potential financial, procedural, and legal constraints regarding the revised benefits and
compensation package.
B. Make revisions to the current benefits and compensation package that address concerns related to your previous analysis of the quantitative
and qualitative data. In other words, what changes would you make to the current benefits and compensation package in order to address any
concerns you previously identified?
C. Explain the financial cost of proposed changes to both direct and indirect compensation. Be sure to address fully funded organizational changes,
partially funded changes (and by what percentage), and fully employee-funded benefits.
D. Explain the cost of each benefit and compensation element as a cost per employee. You may want to show cost increases or decreases per
benefit item, with a total roll up cost to the employee and the organization.
III.
Presentation: In this part of the assessment, you will develop a presentation to stakeholders that describes your recommended changes and provides
both context and rationale for why you believe they should occur. This presentation must be developed in such a way that it is accessible for all
stakeholders (leadership, management, employees, and so on).
A. Provide an overview of the qualitative input data, quantitative benchmarking data, and the gap analysis that was conducted.
B. Provide a rationale for proposed changes and explain how the proposed changes will achieve targeted organizational goals and address
stakeholder concerns.
C. Explain the implications of implementing the new system for the organization and for different employee populations.
Milestones
Milestone One: Benefits and Compensation Analysis (Section I, Parts A–D)
In Module Three, you will submit a draft of Parts A–D of your benefits and compensation analysis. You will analyze qualitative and quantitative data regarding
the current system identified in the Harvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options.” You will also
compare and contrast the provided quantitative data regarding the current benefits and compensation system with external benchmarking data from
organizations within the same industry. The submission will have the major heading “Benefits and Compensation Analysis: Parts A–D.” This milestone will be
graded with the Milestone One Rubric.
Milestone Two: Benefits and Compensation Analysis (Section I, Parts E–I)
In Module Five, you will submit a draft of Parts E–I of your benefits and compensation analysis. You will determine key areas of concern regarding the current
system identified in the Harvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” that will inform your future
recommendations and revisions. The submission will have the major heading “Benefits and Compensation Analysis: Parts E–I.” This milestone will be graded
with the Milestone Two Rubric.
Milestone Three: Revisions (Section II)
In Module Seven, you will submit a draft of Section II (Revisions). You will make recommendations and revisions to the current benefits and compensation
package described in the Harvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” to address concerns and
gaps previously identified. The submission will include all parts of Section II with the major heading “Revisions.” This milestone will be graded with the Milestone Three Rubric.
Final Submission: Benefits and Compensation Analysis and Revisions with Stakeholder Presentation
In Module Nine, you will submit the completed benefits and compensation analysis (with revisions) and stakeholder presentation. You will appropriately
communicate your proposed changes to the internal stakeholders (leadership, management, employees, etc.) identified in the Harvard Business Review case
study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” and provide both context and rationale for why you believe they should occur. This
presentation should be a complete, polished artifact containing all of the critical elements of the final project. This submission will be graded with the Final
Project Rubric.
Deliverables
Milestone
One
Two
Three
Deliverable
Section I, Parts A–D, Benefits and
Compensation Analysis
Section I, Parts E–I, Benefits and
Compensation Analysis
Section II, Revisions
Final Submission: Benefits and
Compensation Analysis (With Revisions)
and Stakeholder Presentation
Module Due
Grading
Three
Graded separately; Milestone One Rubric
Five
Graded separately; Milestone Two Rubric
Seven
Graded separately; Milestone Three Rubric
Nine
Graded separately; Final Project Rubric
Final Project Rubric
Guidelines for Submission: Your benefits and compensation analysis paper must be 10 to 12 pages in length (plus a cover page and references list) and must be
written in APA format. Use double spacing, 12-point Times New Roman font, and one-inch margins. Include at least seven references. The presentation must
consist of 5 to 10 slides. Use a product such as PowerPoint or Prezi to create your presentation. Sources should be cited according to APA style.
Critical Elements
Benefits and
Compensation
Analysis: Issues or
Concerns
Exemplary (100%)
Meets “Proficient” criteria and
response demonstrates a
sophisticated awareness of the
value of key issues, from the
employee’s perspective
Proficient (90%)
Analyzes the issues or concerns
of employees, reviewed through
the qualitative data, for their
validity and importance for
organizational review,
considering the needs of
different employee
demographics within the
organization
Benefits and
Compensation
Analysis: Consistent
and Prominent
Meets “Proficient” criteria and
response demonstrates keen
insight into the differences
between prominent and less
prominent issues
Determines which issues within
the qualitative input data from
employees were the most
consistent and the most
prominent
Meets “Proficient” criteria and
response demonstrates keen
insight on the underlying reasons
the issues voiced by employees
have arisen
Determines key issues or
concerns of employees that
should be targeted and
addressed, based on the
provided qualitative data,
justifying response
Benefits and
Compensation
Analysis: Targeted and
Addressed
Needs Improvement (70%)
Analyzes the issues or concerns
of employees, reviewed through
the qualitative data, for their
validity and importance for
organizational review,
considering the needs of
different employee
demographics within the
organization, but analysis is
cursory
Determines which issues within
the qualitative input data from
employees were the most
consistent and the most
prominent, but determination is
cursory or illogical
Determines key issues or
concerns of employees that
should be targeted and
addressed, based on the
provided qualitative data,
justifying response, but
determination is cursory, illogical,
or there are gaps in the
justification
Not Evident (0%)
Does not analyze the issues or
concerns of employees, reviewed
through the qualitative data, for
their validity and importance for
organizational review
Value
6.3
Does not determine which issues
within the qualitative input data
from employees were the most
consistent and the most
prominent
6.3
Does not determine key issues or
concerns of employees that
should be targeted and
addressed
6.3
Benefits and
Compensation
Analysis: External
Benchmarking Data
Meets “Proficient” criteria and
response demonstrates keen
insight into the position of the
current benefits and
compensation system compared
with systems at other
organizations
Benefits and
Compensation
Analysis: Misalignment,
Differences, and Gaps
Meets “Proficient” criteria and
response demonstrates the
ability to discern key differences
from the provided information
Benefits and
Compensation
Analysis: Strengths and
Weaknesses
Meets “Proficient” criteria and
response demonstrates keen
insight into the gaps in the
benefits and compensation
system as compared to gaps in
employee perception in
comparable industries
Meets “Proficient” criteria and
response demonstrates keen
insight regarding reasons for
maintaining status quo or
improving specific components
Benefits and
Compensation
Analysis: Increased or
Stay the Same
Benefits and
Compensation
Analysis: Reduced
Meets “Proficient” criteria and
response demonstrates keen
insight in reflecting market or
cost rationale behind the
recommended reductions
Compares and contrasts provided
quantitative data regarding the
current benefits and
compensation system with
external benchmarking data from
organizations within the same
industry, using the provided
table, justifying response
Compares and contrasts provided
quantitative data regarding the
current benefits and
compensation system with
external benchmarking data from
organizations within the same
industry, using the provided
table, justifying response, but
analysis is cursory, illogical,
contains inaccuracies, or there
are gaps in the justification
Determines areas of
Determines areas of
misalignment, differences, and
misalignment, differences, and
gaps present in the current
gaps present in the current
benefits and compensation
benefits and compensation
system, based on the external
system, but determination is
benchmarking data
cursory or illogical
Determines strengths and
Determines strengths and
weaknesses present in the
weaknesses present in the
current benefits and
current benefits and
compensation system, based on compensation system, based on
previous analysis, justifying
previous analysis, justifying
response
response, but determination is
cursory or illogical
Determines rewards components Determines rewards components
that should be increased or stay that should be increased or stay
the same, providing rationale
the same, providing rationale,
but determination is cursory,
illogical, or there are gaps in
rationale
Determines rewards components Determines rewards components
that should be reduced, providing that should be reduced, providing
rationale
rationale, but determination is
cursory, illogical, or there are
gaps in rationale
Does not compare and contrast
provided quantitative data
regarding the current benefits
and compensation system with
external benchmarking data
6.3
Does not determine areas of
misalignment, differences, and
gaps present in the current
benefits and compensation
6.3
Does not determine strengths
and weaknesses present in the
current benefits and
compensation system based on
previous analysis
6.3
Does not determine rewards
components that should be
increased or stay the same
6.3
Does not determine rewards
components that should be
reduced
6.3
Benefits and
Compensation
Analysis: Degree of the
Existing Population
Meets “Proficient” criteria and
response demonstrates keen
insight into how both qualitative
and quantitative analysis will
affect employee populations
Compares qualitative input data
and quantitative analysis with the
organization’s employee
demographic data to determine
the degree of the existing
population that will be affected
by the proposed changes
Compares qualitative input data
and quantitative analysis with the
organization’s employee
demographic data to determine
the degree of the existing
population that will be affected
by the proposed changes, but
analysis or is cursory or illogical,
or there are gaps in
determination
Revisions: Constraints Meets “Proficient” criteria and
Makes recommendations for
Makes recommendations for
response demonstrates a
accommodating potential
accommodating potential
sophisticated awareness of the
financial, procedural, and legal
financial, procedural, and legal
constraints regarding revising
constraints regarding the revised constraints regarding the revised
benefits and compensation
benefits and compensation
benefits and compensation
packages
package
package, but explanation is
cursory or illogical
Revisions: Current
Meets “Proficient” criteria and
Makes revisions to the current
Makes revisions to the current
Benefits and
response demonstrates a balance benefits and compensation
benefits and compensation
Compensation
between employee input and
package that address concerns
package that address concerns
organizational objectives
related to the previous analysis
related to the previous analysis
of the quantitative and
of the quantitative and
qualitative data
qualitative data but revisions are
cursory, illogical, or contain
inaccuracies
Revisions: Financial
Meets “Proficient” criteria and
Comprehensively explains the
Explains the financial cost of
Cost
response demonstrates a balance financial cost of proposed
proposed changes to both direct
between addressing expressed
changes to both direct and
and indirect compensation, but
employee needs and
indirect compensation
explanation is cursory, illogical, or
organizational cost targets
not comprehensive
Revisions: Benefit and Meets “Proficient” criteria and
Comprehensively explains the
Explains the cost of each benefit
Compensation Element response demonstrates a
cost of each benefit and
and compensation element as a
sophisticated awareness of each compensation element as a cost cost per employee, but
benefit and compensation
per employee
explanation is cursory, illogical, or
element regarding cost increases
not comprehensive
or decreases and total roll-up
cost to the employee and the
organization
Does not compare qualitative
input data and quantitative
analysis with the organization’s
employee demographic data
6.3
Does not make recommendations
for accommodating potential
financial, procedural, and legal
constraints regarding the revised
benefits and compensation
package
4.72
Does not make revisions to the
current benefits and
compensation package that
address concerns related to the
previous analysis of the
quantitative and qualitative data
4.72
Does not explain the financial
cost of proposed changes to both
direct and indirect compensation
4.72
Does not explain the cost of each
benefit and compensation
element as a cost per employee
4.72
Presentation: Overview Meets “Proficient” criteria and
response demonstrates a
sophisticated awareness of how
to communicate appropriate and
relevant information for all
stakeholders
Provides an overview of the
qualitative input data,
quantitative benchmarking data,
and the gap analysis that was
conducted, conveyed
appropriately for all stakeholders
Presentation:
Organizational Goals
Meets “Proficient” criteria and
response demonstrates a
sophisticated awareness of how
to communicate appropriate and
relevant information for all
stakeholders
Provides a rationale for proposed
changes and explains how the
proposed changes will achieve
targeted organizational goals and
address stakeholder concerns,
conveyed appropriately for all
stakeholders
Presentation:
Implications
Meets “Proficient” criteria and
response demonstrates a
sophisticated awareness of how
to communicate appropriate and
relevant information for all
stakeholders
Explains the implications of
implementing the new system for
the organization and for different
employee populations in a
manner such that each key
stakeholder understands why the
changes are being implemented,
conveyed appropriately for all
stakeholders
Articulation of
Response
Submission is free of errors
Submission has no major errors
related to citations, grammar,
related to citations, grammar,
spelling, syntax, and organization, spelling, syntax, or organization
and is presented in a professional
and easy to read format
Provides an overview of the
qualitative input data,
quantitative benchmarking data,
and the gap analysis that was
conducted, but overview is
cursory or is not conveyed
appropriately for all stakeholders
Provides a rationale for proposed
changes and explains how the
proposed changes will achieve
targeted organizational goals and
address stakeholder concerns but
response is cursory, illogical, or
not appropriately conveyed to all
stakeholders
Explains the implications of
implementing the new system for
the organization and for different
employee populations in a
manner such that each key
stakeholder understands why the
changes are being implemented,
but explanation is cursory,
illogical, or is not conveyed
appropriately to all stakeholders
Submission has major errors
related to citations, grammar,
spelling, syntax, or organization
that negatively impact readability
and articulation of main ideas
Does not provide an overview of
the qualitative input data,
quantitative benchmarking data,
and the gap analysis that was
conducted
6.3
Does not provide a rationale for
proposed changes or explain how
the proposed changes will
achieve targeted organizational
goals and address stakeholder
concerns
6.3
Does not explain the implications
of implementing the new system
for the organization and for
different employee populations
in a manner such that each key
stakeholder understands why the
changes are being implemented
6.3
Submission has critical errors
related to citations, grammar,
spelling, syntax, or organization
that prevent understanding of
ideas
Total
5.52
100%