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Chapter Two

Chapter Two. Strategic Compensation in Action: Strategic Analysis and Contextual Factors. Table 2-1 NAICS Sectors (1 of 2). Code NAICS Sectors 11 Agriculture, Forestry, and Hunting 21 Mining 22 Utilities 23 Construction 31-33 Manufacturing 42 Wholesale Trade

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Chapter Two

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  1. Chapter Two Strategic Compensation in Action: Strategic Analysis and Contextual Factors

  2. Table 2-1NAICS Sectors(1 of 2) Code NAICS Sectors 11 Agriculture, Forestry, and Hunting 21 Mining 22 Utilities 23 Construction 31-33 Manufacturing 42 Wholesale Trade 44-45 Retail Trade 48-49 Transportation and Warehousing 51 Information 52 Finance and Insurance

  3. Table 2-1NAICS Sectors(2 of 2) Code NAICS Sectors 53 Real Estate and Rental and Leasing 54 Professional, Scientific, and Technical Services 55 Management of Companies and Enterprises 56 Administrative and Support and Waste Management and Remediation Services 61 Education Services 62 Health Care and Social Assistance 71 Arts, Entertainment, and Recreation 72 Accommodation and Food Services 81 Other Services (except Public Administration) 92 Public Administration

  4. Figure 2-1NAICS Code Elements NAICS Code 33461 3 3 4 6 1 Sector: Manufacturing Subsector: Computer & Electronic Product Mfg. Industry Group: Mfg. & Reproduction of Magnetic and Optical Media Industry: For example, Manufacture of Blank Video and Audio Tapes

  5. Table 2-2Influences on Competitive Strategy (1 of 2) • National Culture • Power distance • Individualism-collectivism • Uncertainty avoidance • Masculinity-femininity • Organizational Culture • Traditional organizational hierarchy • Flatter organizational structures • Team orientation

  6. Table 2-2Influences on Competitive Strategy (2 of 2) • Organizational and Product Life Cycle • Growth • Maturity • Decline

  7. Figure 2-2Traditional Organizational Structure Chief Exec. Officer President Executive VP VP Accounting VP Finance VP HR VP Mftg. VP Marketing Director Accounting Director Finance Director HR Director Mftg. Director Marketing Manager Accounting Manager Finance Manager HR Manager Mftg. Manager Marketing

  8. Table 2-3Designing Pay-for-Knowledge Programs • Establishing Skill Blocks • Skill type • Number of skills • Grouping of skills • Transition Matters • Skills assessment • Aligning pay with the knowledge structure • Access to training • Training and Certification • In-house or outsourcing training • Certification and recertification

  9. Figure 2-3Broadbanding Structure and Its Relationship toTraditional Pay Grades and Ranges Grade E Grade D Annual Salary Grade C Grade B Grade A Band A Band B Low High Job Worth

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