Target
Target Corporation
Internal Equity and External Competitiveness Paper
Team C Tabiatha Harrison, Emilio Galvan, Kenneth Mosely,
Lisa Moten, Torie Santos and Ruben Zuniga
University of Phoenix
HRM 424 Compensation
Robert Muliero
October 29, 2007
Target Corporations
Internal Equity and External Competitiveness Paper
Introduction (Kenneth)
The Target Corporation prides itself in having an organizational culture where everyone is valued and rewarded for their efforts, determination, motivation, and hard-work. In that the employees are at the top of the list. Target certainly understands that it must take care of it employees in order for them to be equipped to take care of the customers. In order to motivate its employees, Target had created several compensation mixes to enhance the level of customer services given by the employees at the retail stores. Though there are many ways to pay, Target has implemented a base pay based on tier levels with the stores and departments structures. Target has also been creative in the non-monetary compensation packages to promote superior services as well and general non-monetary compensation supplements to support the base pay. The following is a discussion of both.
Monetary compensation packages offered by Target would include, but are not limited to base pay, merit pay, and differential pay, cost of living increases. Base pay is the guaranteed portion of the employees pay as long as they report to work for their perspective schedules. If the employee does not report to work for the hours scheduled, they will not receive the benefit of the pay. Merit pay is added to employee's base pay once a year with the exception of promotions given during the year. If the employee is in the same position for a full year, they will receive an annual review at which a merit increase may be given according to job performance. If the employee is offered...
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