...Compensation Course Code HURM402 TITLE OF Case Study APPRAISING PERFORMANCE AT PRECISION In submitting this work, I am confirming that it is all my own work, or the work of my group. I have correctly acknowledged the work of others by using references. Once my work is submitted to Turnitin, it becomes part of the database that subsequent works are checked against. Full Name of Student: Submission Date: Nov 27th, 2015 Assessment: CASE-2 Semester: Fall Academic Year: 2015 ------------------------------------------------- ------------------------------------------------- Date of Case-2 Handover Nov 20th, 2015 ------------------------------------------------- ------------------------------------------------- Time Period Start time: 02:00 PM End time: 03:00 PM ------------------------------------------------- ------------------------------------------------- Duration of Case-2 Handover 2 weeks (Due Date: 4th Dec, 2015) ------------------------------------------------- ------------------------------------------------- Number of Case-2 Handover Pages 7 pages (Including this cover sheet-1) ------------------------------------------------- Marking Scheme: Question | Score | Marks | CLO | Achieved | 1 | 7.5 | | 5 | □ Yes □ No | 2 | 7.5 | | 5 | □ Yes □ No | TOTAL MARK | 15 | Originality Report All assignments, case study and final project must have Hard copy of...
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...Effects of Merit Pay on Job Satisfaction I should start out by mentioning the fact that no employee at the school corporation that I work for has received a raise in the last five years. Recently the school corporation has decided to give everyone a merit raise based on the previous year’s performance evaluation instead of employee tenure. I have heard many employees carrying on conversations with other staff members about how upset they are that the raise is based on past performance instead of how long they have been employed at the school corporation. This had led me to want to discover how merit pay affects a teacher’s job satisfaction. I am not a teacher however, I am the schools registrar and I will also receive my raise based on my previous year’s performance evaluation. It has always been my past experience that typically raises are based on performance no matter where I have worked. Using Evidence-based Human Resource as presented by Rousseau and Barends (2011) I will attempt to present my findings on how merit pay affects a teacher’s job satisfaction. Summary of Rousseau and Barends (2011) Article The article by Rousseau and Barends (2011), presents us with an overview of the decision-making process called Evidence-based Human Resource (EBHR). “EBHR is a decision-making process combining critical thinking with use of the best available scientific evidence and business information” (Rousseau & Barends, 2011). Rousseau and Barends (2011), maintain that Human...
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...Institution: Performance pay also called merit pay can be defined as a system that remunerates its employees in relation to an assessment of individual performance and how well one works. Such systems basically are meant to align employees’ individual effort to the goals and objectives of the organization. Hence it is a reward to individual employees whose tasks have been considered to be above the set standards of an organization or above average. In cases and situations where the output produced or sales produced by an employee are hard or difficult to be empirically determined, performance pay is most applicable; for examples in the teaching profession. In cases of performance payment, individual performance is usually reviewed regularly through a process called performance appraisal. Performance appraisal helps in establishing and identifying if the set objectives and standards are in line with the performance results. Generally, performance pay is usually rewarded on basis of performance results rather than on the time worked, (Council, 2011). Performance pay for teachers has been quite a subject of contention in many places and especially in the USA. Performance pay is meant to compensate teachers based on a set of performance standard and does not consider a teacher’s level of education or the level of experience gained. Hence, the more outstanding results a teacher produces from the students, the more the teacher is to be paid. Merit pay does not necessarily come...
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...DigitalCommons@ILR CAHRS Working Paper Series Center for Advanced Human Resource Studies (CAHRS) 5-1-1995 Employee Compensation: Theory, Practice, and Evidence Barry A. Gerhart Cornell University Harvey B. Minkoff TRW Corporation Ray N. Olsen TRW Corporation Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Human Resources Management Commons This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact jdd10@cornell.edu. Employee Compensation: Theory, Practice, and Evidence Abstract [Excerpt] As organizations continue to face mounting competitive pressures, they seek to do more with less and do it with better quality. As goals for sales volume, profits, innovation, and quality are raised, employment growth is often tightly controlled and in many cases, substantial cuts in employment have been made. To accomplish more with fewer employees calls for effective management of human resources. Typically, the employee compensation system, the focus of this chapter, plays a major role in efforts to manage human resources better. Keywords employee, compensation, organization, profit, human, resource, manage, pay, market Disciplines Human Resources Management Comments Suggested Citation...
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...Advanced Human Resource Studies (CAHRS) 5-1-1995 Employee Compensation: Theory, Practice, and Evidence Barry A. Gerhart Cornell University Harvey B. Minkoff TRW Corporation Ray N. Olsen TRW Corporation Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Human Resources Management Commons DigitalCommons@ILR is celebrating its 10th anniversary! Please share your DigitalCommons@ILR story! This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Employee Compensation: Theory, Practice, and Evidence Abstract [Excerpt] As organizations continue to face mounting competitive pressures, they seek to do more with less and do it with better quality. As goals for sales volume, profits, innovation, and quality are raised, employment growth is often tightly controlled and in many cases, substantial cuts in employment have been made. To accomplish more with fewer employees calls for effective management of human resources. Typically, the employee compensation system, the focus of this chapter, plays a major role in efforts to manage human resources better. Keywords employee, compensation, organization, profit, human, resource, manage, pay, market Disciplines ...
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...Management Department Faculty Publications Management Department 1-1-2014 Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective Anthony J. Nyberg University of South Carolina, Anthony.Nyberg@moore.sc.edu Jenna R. Pieper University of Nebraska-Lincoln, jpieper@unl.edu Charlie O. Trevor University of Wisconsin-Madison, ctrevor@bus.wisc.edu Follow this and additional works at: http://digitalcommons.unl.edu/managementfacpub Nyberg, Anthony J.; Pieper, Jenna R.; and Trevor, Charlie O., "Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective" (2014). Management Department Faculty Publications. Paper 111. http://digitalcommons.unl.edu/managementfacpub/111 This Article is brought to you for free and open access by the Management Department at DigitalCommons@University of Nebraska - Lincoln. It has been accepted for inclusion in Management Department Faculty Publications by an authorized administrator of DigitalCommons@University of Nebraska - Lincoln. Published in Journal of Management 2014 ; doi: 10.1177/0149206313515520 Copyright © 2013 Anthony J. Nyberg, Jenna R. Pieper, and Charlie O. Trevor. Published by Sage Publications for Southern Management Association. Used by permission. digitalcommons.unl.edu Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological...
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...Performance at Precision/Case Study #1 Jackson Smith has his work cut out for him in his task to implement a merit pay program that would tie to Precision’s performance appraisal process. According to Martocchio, a merit pay program assumes that employee’s compensation over time should be determined by differences in job performance. In other words, employees earn permanent merit increases based on their performance. The overarching challenge to overcome is that merit pay is considered an entitlement by the employees at Precision since everyone has received the same percentage increase across the board regardless of performance. Jackson is likely to experience strong resistance to the change, especially by those who are low performers. Additionally, the supervisors clearly are not trained in giving effective performance appraisals as most employees are rated as average and employees are only provided feedback one time per year. Another big hurdle is the lack of job descriptions. Without having a job description that clearly states expectations, a merit program cannot be established that would tie to the performance appraisal process as pay increases would continue to be based on the subjectivity of the supervisor. I believe that Precision wants to make a commitment to develop a pay plan that will motivate and reward group behavior. Gaining acceptance of the program will be crucial in creating a unified organizational culture. Precision clearly realizes that they need...
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...UNION SENIORITY SYSTEMS Introduction Seniority systems have played a major role in the everyday aspect of American and International labor relations. And in enacting Title VII of the Civil Rights Act of 1964, Congress provided a special exemption for seniority systems. Seniority systems popularity the work places makes the interpretation of the seniority exemption very important to both those who support seniority systems, Labor Unions, and those who support the broadest possible application of Title VII, Employers. The concept of seniority systems entails employment preferences based on an employee’s length of employment at a given employer. The basic concept is as the employee’s length of service increases so does their employment benefits and rights. There are two basic types of seniority systems – competitive and benefit seniority. Competitive seniority is used to determine an employee’s priority for job security, promotion, transfer, scheduling, and training opportunities. Benefit seniority involves the employee’s access to fringe benefits entitlements without regard to the status of other employees. Labor unions have been the strongest advocate for seniority systems, seeing three labor-oriented advantages: 1) employee’s have a degree of independence from employers in the areas of laid off and promotions, 2) the union has a guide when it comes to defending jobs for employees, and 3) seniority systems gives a sense of security and predictability for employee’s...
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...1) Maslow’s hierarchy of needs is a theory that was created by Abraham Maslow in which he states that the lower level of needs must be satisfied in order to proceed with the higher level of needs. His theory consist of five levels. It starts with physiological need, followed by the safety, social and esteem needs and ends with the self-actualization need. Based on this case study, the Maslow’s hierarchy of needs will be used to analyze Bob Wood. Using the physiological needs, Bob who is 30 years of age seems to have his basic needs satisfied. He has food, clothes to wear, a place to live and he drives an expensive sport car. Since these needs have been satisfied it no longer is a drive to push Bob to attain them anymore. Eventually once a person has had this level of need satisfied he/she moves to the next level. Despite having all his basic needs satisfied, Bob seems to be frustrated with his current job situation. As mentioned in the case study, Bob was making $80,000 a year plus bonus. Currently he only earns $44,000 as a technology analyst. That is almost half of what he used to earn back in 2001. Following the physiological needs is the safety needs. Bob’s current situation is very much tied to this level on the Maslow’s hierarchy of needs. As mentioned above, once the physiological needs for an individual is met it activates the needs for security. In Bob’s current situation, he does not feel safe. Instead he feels threatened. Bob currently has debts on his college loan...
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...report is a case study from Edward School of Business to analyze the problems in performance measurement. The point-based merit system is introduced for the purpose of improving faculty members’ performance in academic research when keeping good performance in teaching and motoring students. The reports will first give a general background of Edwards School of Business and the merit system. It then presents three specific problems that the school encounters, namely faculty members focusing too much on getting points rather than improving outputs, unfairness due to quantifying performance into points and confusions and distrust from faculty members. Besides, how these problems generate is discussed and prediction of results in other organizations is discussed. Introduction Edwards School of Business is the second largest college of The University of Saskatchewan, enrolling about 2,000 students every year. It is now undergoing institutional transformation to enhance academic research, the student experience and faculty engagement. To support the transformation, a new human resource strategy, the merit system, is made to set standards of performance measuring. It is a point-based system where rewards of faculty members are based on points they earn from achieving various activities. Generally, performance of a business school is measured by two aspects, academic achievements and contribution to the world of work (Starkey et al., 2004; Coopey, 2003). However, the merit system focuses...
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...Contents Section 1 2 1.1 Market Failure 2 1.2 Public goods 2 1.2.1 Relation between Market failure and Public goods 2 1.3 Merit goods 2 1.3.1 Relation between Merit goods and Market Failure 2 1.4 Externalities 2 1.5 Imperfect competition 3 Section 2 4 2.1 UK government policy on the environment 4 2.2 About the policy 5 2.2.1 Water quality 5 2.3 Instruments the government use to achieve their policy 5 2.4 A justified evaluation of the performance of the policy in relation to its use within the UK 6 References 7 Section 1 1.1 Market Failure Market Failure is an economic situation where free market fails to allocate resources efficiently. It is the abbreviated situation in the any market where the curves of the quantities of the product demand and the quantities of the product supply do not match any equilibrium. This situation is called market failure. In addition, people are selfish that they produce goods and service in a business field, so it becomes market failure. The government have to intervene following reference namely public goods, merit goods, extremities and imperfect competition for improving market. 1.2 Public goods Public goods are about goods or services that can be consumed by everybody in a society, or may not produce at all. Public goods are non-excludable which stand for no one individual cannot be ineffectively kept out from using goods. Most of the public goods are served by government. (E.g. Street lightning). 1...
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...displayed (Seltzer A. Mark, 2001). A client-server is beneficial because it can be controlled locally versus a web-based server has to be controlled through a provider. Web-based servers can only be accessed through internet based but a client-based server can be accessed by any local network. A client-based server is in full control whereas a web-based server is not in control of the software on hand. “Job evaluation creates an internal hierarchy of value. In the most common form of job evaluation, a set of factors is developed that reflects characteristics that add value to work in the specific organization (e.g., the education required). Each factor is weighed by importance, and scales are developed. Every job that will be in the base pay system is evaluated on the set of scales, and a point score is calculated (Kavanagh, Thite, Johnson, 2012).” From management’s perspective when utilizing e-Compensation tools in requires to job evaluation it is easier than having to...
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...UNIT 16: Managing Communications, Knowledge and Information LO 1: Understanding The Concept And Process Of Marketing Student/s Name: Student/s ID #: ASSIGNMENT ONE: Prepare A Business Report : INDIVIDUAL ASSIGNMENT DUE DATE: October 1 Email To: faculty@colbournecollege.com TASK: The quality of a company's communication, information and knowledge helps it to make effective decision and gain advantage over its competitors. These business decisions must reflect the organisation's aims (its purpose) to maximise returns for its shareholders while meeting its primary stakeholders’ needs (workers, customers and suppliers). The business should also set and achieve its objectives (goals) to be the market leader in its field. To this end, a company must continuously strengthen its communication, information and knowledge base regardless of it size and use this approach to select successful business strategies and decisions to achieve its aims and objectives. You are a Business Development Consultant. Your Firm is hired by a small business enterprise that is facing myriads of marketing and organizational challenges. The business is open from 9am to 4pm, Monday to Friday. Competition from nearby businesses is preventing it from growing. So what actions can the business can take increase sales? Your job as a Business Development Consultant is to analyze the problems in the business, research solutions and/or benchmark good practices and make suitable recommendations...
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...UNIT 16: Managing Communications, Knowledge and Information LO 1: Understanding The Concept And Process Of Marketing Student/s Name: Student/s ID #: ASSIGNMENT ONE: Prepare A Business Report : INDIVIDUAL ASSIGNMENT DUE DATE: October 1 Email To: faculty@colbournecollege.com TASK: The quality of a company's communication, information and knowledge helps it to make effective decision and gain advantage over its competitors. These business decisions must reflect the organisation's aims (its purpose) to maximise returns for its shareholders while meeting its primary stakeholders’ needs (workers, customers and suppliers). The business should also set and achieve its objectives (goals) to be the market leader in its field. To this end, a company must continuously strengthen its communication, information and knowledge base regardless of it size and use this approach to select successful business strategies and decisions to achieve its aims and objectives. You are a Business Development Consultant. Your Firm is hired by a small business enterprise that is facing myriads of marketing and organizational challenges. The business is open from 9am to 4pm, Monday to Friday. Competition from nearby businesses is preventing it from growing. So what actions can the business can take increase sales? Your job as a Business Development Consultant is to analyze the problems in the business, research solutions and/or benchmark good practices and make suitable recommendations...
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...Recruitment & Retention Case Study 1. Explain the steps you would take to research exactly how your compensation and benefits package is impacting your recruiting and retention. I think that first and foremost it would be necessary to find out what the competition is paying and what type of benefits they are offering. “Employers must be aware of how their reward system compares with those of others competing for workers in the same geographic areas and in the same industry…” (Henderson) I would conduct a survey to determine how Doiturself Home Improvement Supply Store’s compensation and benefits package compares to similar companies. Once it has been determined that a survey is needed, I would determine the scope of the survey. I would ask the following types of questions: a. In what divisions are we having the highest turnover? b. “Where is worker dissatisfaction centered?” (Henderson) c. “Where does it appear that market rates outweigh internal rate relationships?” (Henderson) d. “Where is market competition for particular skills or exotic talents most fierce?” (Henderson) Once the scope of the survey has been determined, it would be time to prepare for the survey. Part of the preparation would include development, implementation and analysis; classification of job or occupation; pay structure; identification of the labor market; influence of competing organizations, selection of respondents; cooperation of respondents; kinds of data to be...
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