Evaluating Compensation Strategies Essay

Within this business report, I have analyzed three different employee fee strategies that I feel could be swell executed within our organization. Employee compensation is key to recognizing and rewarding our employees for their capital punishment and contributions to the general alliances success. Because it is a signficiant factor, we claim to c befully evaluate the three options in my report. Compensating our employees using the base salary approach is a well accepted strategy. This approach provides for a set salary that employees allow earn based on their job coding. Factors such as merit or tenure pass on have no impact on psyches base salary.This is a stable compensation strategy leveraged within similar organizations and an approach most employees feel comfortable with as its real cut and dry. The tearside of using this approach is that there is little room for growth and salary amplifications and which drop be de-motivating. Performance-based compensation is qui te a popular and too another well accepted strategy. In this strategy, employees have direct control over how much they be paid. Having control really helps to motivate employees to lay down harder and make new financial goals and maximize their own income. Having an organization that is a high performing organization helps to make an organization more competitive.The downside of this approach is that you wee-wee a more competitive environment that may impact employee-to-employee relations. Lastly, I reviewed a higher status-based salary strategy. In this strategy, compensation is strictly based on an employees distance of service, seniority or tenure. there are different musical modes this pay can be administered. Employees can get an annual bonuses based on their traffic anniversary date or monthly bonus amounts added to their take-home pay that would reflect their length of service. This type of strategy encourages employees to remain loyal employees in an organization . The adjacent downside to this approach is that employees arent actuate to achieve more or produce increased quality work since its more about time spue in vs. quality.After reviewing the three strategies out var.d above, I am recommending that we move forward and implement a mental process-based compensation strategy for our employees. This strategy will create a workforce of highly motivated, performers that are excited and engaged to succeed. Employees will be excited to ramp up their income and their excitement and achievements will help punt the companys goal of increased profit. If our company has highly driven employees focused on producing quality work, the company will benefit in the curt term and long term.Introduction The Human Resources department was asked to research possible compensation strategies for our manufacturing organization. Ive created a report that shares my research and findings for three different compensation strategies Performance-Based Compensat ion, Salary Compensation and Longevity Compensation. In my report, I have compared these strategies, pointing out where they are different including the pros and cons to each strategy in order to determine the high hat approach for the 120 total employees on our payroll.Compensation is a key factor that impacts employee satisfaction while also having a direct influence on how successful the overall organization can be. Ive conducted thorough research on this topic so that the management team can have a more robust understanding of these three strategies and to decide on a strategy to implement.My research below will start with salary compensation which can easily be defined as a set monetary amount that an employee receives for the work that they do based on their specific job variety/coding only. Ill follow that with performance-based compensation which pays and rewards employees based on their individual performance which allows for individual growth. Lastly Ill provide research on longevity pay which focuses on additional pay or wage adjustments based solely on an employees length of service.It is crucial to understand each of these strategies and how they will impact our organization if they were to be implemented. Research Findings Ive completed extensive research on various compensation strategies within similar types of organizations and have arrived at three specific strategies that our organization should consider adopting Salary CompensationPerformance-Based Compensation Longevity-Based Compensation1.SalaryGeneral salary compensation refers to an amount of money that you pay an employee for the work they do without consideration for sum of money or quality of the work performed (Entrepreneur Media, Inc., 2013). By law, employers must compensate employees for work that is completed. If an employee is even off by a salary, employees are compensated differently from those that may have an periodic compensation rate. Employees that are hourly employ ees get paid based on a rate multiplied by the number of hours that they work. When they work over and above the amount of hours for the day/week, they receive extra, additional compensation (Grace, 2012).In contrast, a salary compensated employee gets paid the alike salary, a fixed amount of money and is not impacted by the amount of hours an employee works. Salaried employees are not required to keep track of the hours they are working because they do not quality for nor are they paid for any overtime. They are expected to complete their work regardless of the amount of time it takes them. Employees who are paid a salary are given the expectations that they assume to complete the entire job in order to earn their compensation. This compensation differs from some(prenominal) hourly paid employees or performance-based paid employees. Employees are able to really count on this compensation and a consistent pay strategy is important to retaining ethical employees (Ojimba, 2004).An alysis Employees that are compensated through a salaried compensation strategy have a very stable compensation to rely on. There are no real surprises or swings in the amount of money an employee receives. Compensation is not impacted by the quality of the work produced or the quantity produced. Employees would have the opportunity to budget themselves or at least have a decent time predicting what type of income they can expect since it will forever and a day be the same without much changing from year to year. This strategy may allow for employees to develop the impression and mindset that they dont have to do more or produce increased quality work. They could take away that what they are doing today is enough and not strive to help the company with increase sales or various other goals.2.Performance-basedA performance-based strategy is become a trend in todays organizations and leveraged as a way to incent employees to strive to increase their production or improve the quality of their work. Why would an employee want to do that? Because they are financially incented to do so All companies need to remain competitive and control internal costs and budgets. Performance-based compensation really partners with an organization to do just that. This type of strategy is really attractive because they are friendlier to corporate budgets than other methods of compensation. Pay increase are only given out at designated times during the year so budgeting in advance is easier, and so forth If production and quality goals arent met, money goes back into the budget for the next possible review period (Fox Lawson & Associates, n.d.).Additionally, strategy helps to provide a win-win situation for both the company and the employees when properly administered and rolled out and the structure really can help to motivate employees to work harder and that benefits them and the company both. When developing this type of strategy, reasonable goals and performance incentives wou ld need to be developed. In todays environment it would be wise to tie pay to performance as a way to accelerate employee output. This approach is a very common way for organizations to increase productivity and influence potentially a more competitive environment with employees always attempt to do more and therefore earn more. Performance-based compensation programs also help retain top performers, better align labor costs with productivity and beef up the companys objectives (Richter, 2002).You attract a different level of employee with this approach. For employees to be successful and feel happy in this type of structure though they need to have a desire for more pay, have confidence they will receive more pay if they improve or increase their individual performance and trust that the organization will administer the policy and compensation plan fairly across the board. Studies have consistently shown the recognition for a job well done is the top motivator of employee perfor mance (Dorf, 2011).Analysis Though research it is clear that this type of approach includes many benefits both to the employee and to the organization. Creating a more motivated workforce that is focused on a goal to provide quality production benefits everyone. If our employees can see that their performance directly impacts their personal bottom line they will become more focused, work harder and constantly push their peers to meet them at that level. Job security has to be considered here too a company with this type of approach is more streamlined and efficient creating a more competitive organization and helping to protect and preserve the company and its reputation.3.Longevity-basedLongevity-based compensation is a compensation strategy that more mirrors a type of resolution where the employer will pay the employee a compensation based on their length of service or seniority. In researching this approach, many companies offer many different types of strategy around this. Ea ch organization up front provides a document or contract to the employee that outlines this system specific to their organization. These types of documents include things like the dollar amount to be paid or the percentage of increase based on years of service. education is also included on the schedule of payment so that employees really know what to expect. Employees see this type of strategy as a way of paying(a) for their loyalty as an employee a way of giving them their due for sticking with them (wiseGEEK, n.d.).Typically with this approach the adjustment made is often in the form of a percentage of the employees annual salary or rate of pay. Based on why the amount is given it becomes clear that an employer is recognizing their time and loyalty to the overall organization. The real problem with this specific approach is that you essentially are awarding someone just for being on staff or holding down their position for yet another year (Agency Management Roundtable, 2012).A nalysis I think this type of compensation program may have made consciousness for employees that may be Baby Boomers as loyalty was crucial and something employees really set out to demonstrate, but not something that is realistic in todays environment. While rewarding employees for their time served there is no real focus on the quality of their work during that time nor is there any reward for their contributions or added value.