At Hallen Corporation the employees will be required to pay the insurance premiums of the healthcare policy they take with them (Caruth & Handlogten, 2001; White & Druker, 2000). The Americans with Disabilities Act prevents Hallen Corporation for discriminating against employees of the basis of their disability. An employer must make reasonable accommodation for an employee to work if they have a disability (Whit & Druker, 2000). A rewards based incentive program or the "employee of the month" program at Hallen is one that all employees area eligible for according to the law (White & Druker, 2000). On implementation, to deal with traditional bases for pay the company will grandfather in old employees so they may still enjoy the compensation benefits of the company previous to the inception of the new strategy. Implementation would provide incentive pay to employees that fill high-need and high-skill positions in the way of a performance-based pay system. Employees with higher skill levels or highly-valued skills will be paid an amount that is fair and competitive for their skill set. Hallen Corporation will also offer them merit-based pay or bonuses throughout the year if they complete or meet certain objectives outlined by the corporate team of Hallen Corporation. To retain these employees the company will provide a performance review system that will allow managers the opportunity to sit with employees and discuss with them their goals and objectives. During the annual performance review, the manager will be required to ask the high-value employee what motivates them. The company will continue to do this annually so it can devise a rewards-based program that employees find motivational. This may mean Hallen Corporation must develop a reward system that offers a flexible scheduling program that allows employees to work four 10 to 12-hour days rather...
This flexibility will allow employees to have one extra day each week to take care of family of personal affairs. Studies suggest flexibility in benefits and work hours are highly motivational to employees with and without large families (Martin, Bartol & Kehoe, 2000; White & Druker, 2000; Caruth & Handlogten, 2001). Because Hallen is interested in remaining competitive it will also attempt to design an employee of the month program that will allow the employee extra "perks" which will include a trip to lunch with anyone of the employee's choice on the corporate tab. These small gestures by Hallen Corporation will prove to the employees that the company is sincerely interested in their wellness and their role at Hallen.
Compensation Management Organizations can also effectively develop when strategic and tactical compensation issues are adequately addressed by the management. An organization's management has to recognize and integrate long-term strategic objectives with short-term tactical requirements (Henderson, 2006). Organizations should develop and operate compensation system that promotes fair treatment by relating job worth to differences in job requirements, recognize the worth and value of employee knowledge and skills. Some of the principal activities that
Compensation Management Different people gain different levels of satisfaction from their jobs. However, it is very difficult to measure with precision the degree of satisfaction people get from any work related activity they engage in. In order to motivate employees who work exceptionally well, employers may device some forms of monetary rewards that are given in appreciation of their hard work (Gomez-Mejia & Balken, 1992). These monetary may be paid directly
It suggests that individuals in similar jobs should have similar levels of pay; otherwise illegal discrimination may be an issue at the workplace. Internal equity demands that the jobs being compared have similar levels of skill (such as two engineers, versus an engineer and a clerical worker), skill sets (a registered dietician vs. A registered nurse would not be 'equal,' because of the greater level of education and knowledge
Compensation Management; Paid Job and Organizational Satisfaction The relationship between pay satisfaction, job satisfaction and organizational satisfaction are interconnected. In human resource management (HRM) literature, there is a great deal of attention paid to job satisfaction. Employees that are satisfied are likely to demonstrate a number of positive behavioral characteristics, compared to employees with a lower level of satisfaction, including a high level of productivity and great commitment to their employer.
Compensation Management Explain the job characteristics theory. How does it tie in with intrinsic compensation? Job characteristics theory was first introduced by Hackman and Oldham. Later on the basis of this theory, a job characteristic model was proposed which is also known as JCM. The theory focuses on five job attributes which helps in motivating the employees and make them feel satisfied at their job. The five job characteristics are as follows: Task
By bringing more locals into the overseas operation, the use of expats can be reduced. In addition, the cost of expats should be factored into the decision to enter a market. Major markets will still be profitable even with the presence of expats, but there are many marginal markets that may not be viable once expat costs are included (for example, where Malaysia may be profitable, adjacent Brunei may
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