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Assignment 2.1 – “Get the Evidence”
Please interview an active HR professional about the company’s total rewards package. Please report as much detail as you possibly can about their responses to these three categories of questions.
1. Total Rewards Package
What is included in your organization’s total rewards package?
What is missing from your overall strategy?
How could your total rewards package be improved?
2. Communication Challenges
What are some of the challenges when it comes to explaining your pay and benefits program to employees?
What methods of communication do you use?
How do you overcome the communication challenges?
3. Trends on the Horizon
What are some of the major trends/changes occurring in compensation and benefits?
How are these trends/changes likely to impact your organization’s total rewards strategy within the next few years?
Synthesize what you learned in a 2-3 page memorandum—set it up like you are delivering an internal report to me about the highlights of the meeting. Be sure to note the name, title, phone number, and organization of the individual you interview. Also ensure that you include the responses to each of the questions in your memorandum.
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Please see my previous discussion below for assistance: 
1. The compensation program utilized by the U.S. Army is primarily based on base pay with additional allowances and benefits. Base pay is determined by rank and years of service, while allowances such as housing allowance (BAH), subsistence allowance (BAS), and cost-of-living allowance (COLA) depend on factors such as location and dependents. Benefits such as healthcare, retirement plans, and education assistance are also provided.
2. The U.S. Army does not have a traditional variable pay system. Advancement in rank and associated increases in base pay are based on time in service, completion of required training, and performance evaluations. Bonuses or special pay may be awarded based on specific skills, duties, or deployments.
3. The effectiveness and competitiveness of the U.S. Army’s compensation approach should be evaluated based on its unique mission, organizational structure, and the nature of military service. Its compensation program aims to attract and retain talented individuals willing to serve their country.
The U.S. Army faces challenges similar to other branches of the military in recruiting and retaining personnel in a competitive labor market. Its compensation package may not mirror those of private sector companies, but it offers a comprehensive set of benefits and opportunities for career advancement, professional growth, and lifelong learning. The sense of camaraderie, purpose, and service to the nation often outweigh purely financial considerations for those who choose to serve in the military. Overall, the U.S. Army’s compensation program remains effective and competitive in fulfilling its mission of recruiting, retaining, and rewarding service members who dedicate themselves to the defense of the nation.