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 bewritten in APA format. Use double spacing, 12-point Times New Roman font, and one-inch margins. Include at least seven references. The presentation mustconsist 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.

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. Humanresource professionals often have to examine specific compensation and benefit elements of a total rewards system and compare them with qualitative andquantitative 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 forgaps, 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 andcompensation 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 finalsubmission. 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 ofconcern in organizational total rewards systems Evaluate strengths and weaknesses of organizational benefits and compensation structures for informing the revision of benefits and compensationsystems Design revised benefits and compensation packages that address key stakeholder concerns and align with established financial, organizational, and legalconstraints Appropriately communicate proposed changes of organizational benefits and compensations structures to various internal stakeholder populationsPromptIn your role as a human resources professional, you have been asked to revise aspects of the current benefits and compensation package illustrated in theHarvard Business Review case study “Consumer-Driven Health Care: Medtronic’s Health Insurance Options” and make revisions to the package to accommodateissues and concerns. You have also been asked to prepare a presentation to stakeholders regarding your proposed revisions. You will begin with an analysis ofquantitative and qualitative information about the current rewards system. Use this information to identify strengths and weaknesses of the current package andmake recommendations, while addressing stakeholder concerns and previously identified weaknesses. You will communicate these proposed changes in apresentation 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 theprovided case study. You will analyze qualitative and quantitative data regarding the current system and determine gaps in that system that will informyour 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 andimportance. 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 consideralso 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 yourresponse. What issues or concerns should be targeted and why? Why should other concerns be made less of a priority? You could consider theunderlying reasons behind the issues voiced by employees.D. Compare and contrast the provided quantitative data regarding the current benefits and compensation system with external benchmarkingdata from organizations within the same industry. Be sure to use the provided table to complete your response. What does the current systemhave 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 externalbenchmarking 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 benefitsand 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 beemphasized 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 theexisting 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 addressany concerns and gaps previously identified.A. Make recommendations for accommodating potential financial, procedural, and legal constraints regarding the revised benefits andcompensation package.B. Make revisions to the current benefits and compensation package that address concerns related to your previous analysis of the quantitativeand qualitative data. In other words, what changes would you make to the current benefits and compensation package in order to address anyconcerns 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 perbenefit 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 providesboth context and rationale for why you believe they should occur. This presentation must be developed in such a way that it is accessible for allstakeholders (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 addressstakeholder concerns.C. Explain the implications of implementing the new system for the organization and for different employee populations.