Please answer each of the following. Please place all your responses in a single file before uploading.
l. ln your opinion, what should be the role of the human resources department in organizations? (1 0 points) The role of a human resource department should be a business partner. My personal philosophy is that I am only as good as my clients, the employees, view me. If they do not feel they can talk to me about issue they see in the workplace either with a coworker or their supervisor or just about an idea they have then I am not contributing anything to the company, after all my department is a cost center.I have interviewed with companies that do not see the value in the human resource department and knew that I would not be happy working with them. If my employees feel that I care about them, I am trustworthy and I am competent in my job then I am a contributing member of the team.
Yes I do have to counsel the managers on aspects of the law and company policy but I also believe that each employee is an individual and should be treated as such. As long as in the big picture all employees are treated fairly then the company is doing right. 2.In your opinion, what are the key ingredients to effective communication of ompensation to employees? Why? (5 points) I believe the rollout is important but so is continual feedback and monitoring of the pay plan. Listening to employee feedback is also important when compensation has been changed after all this is how the workers support their families and lifestyle. I agree with Flannery that most companies, including the one I currently work for, does a horrible job with communication.
We just force our workers to accept the new plan and wonder why they are unhappy and more focused on their pay than performing their jobs.My company us actually in the process of changing the ay we compensate a couple of our departments. I will suggest that ongoing analysis of whether or not the new plans are working and then follow up monthly in our manager meetings to ensure that monitoring has taking place. 3. After reviewing the nine principles of dynamic compensation, please tell me whether you agree or disagree with the authors on their statement, much of what we have written will be outdated fifteen, ten, or even five years from now.
These principles, we believe, will stand a much longer test of time. I would expect this answer to be one to one and a half pages in length. You should refer to each principle and either agree or disagree that it will stand the test of time. Your statement should include some reasoning for your decision (15 points). I agree that any compensation plan needs to be aligned with the overall mission and culture of the organization, I also believe that this principle will last the test of time.
A company’s culture is unique and therefore a one size fits all compensation plan will not work.If a company values community involvement but does not time off or encourage time spend during working hours to give back o the community then the company is sending mixed signals to their employees. Another example of why this is a true statement and will remain so long into the future when I am retired, is when a company purchases another company and begins to change the culture but does not change the compensation plans to support that culture then the employee become confused and disengaged.I have seen this with my current company, we purchased the dealership a year ago and only changes a few of the compensation plans and it is a widely known fact that the dealer group is the top dealer group to work for in the Dallas area ecause of pay, benefits and culture, but that has not translated into my store. The second principle of linking changes in pay to other organization changes is just good business, I don’t know that it is actually a principle that managers should worry about. Sometime compensation plans are the only change occurring in the organization.
It is smart to link any changes if other organization changes are occurring since people generally do not like change in the workplace and this will make things appear to be less chaotic to the employees. As far as this lasting the test of time I guess I would have to reluctantly agree. Timing he introduction of the compensation plan is just an expansion upon linking the changes to organization changes, they could be one principle make the list 8 instead of 9.
Since I agreed with the linking would have to agree with the timing for the same reasons.The fourth principle of integrating pay with other people processes, I would have to say would last the test of time since, pay, job design, qualification, education, training and recruiting all play a role in determining the right person for the position pay must be aligned or the human resource recruiter will find it difficult to attract and keep quality workers. Democratize the pay process is currently the way business is working but as business philosophy changes believe this principle will not stand the test of time and will be forgotten when the next big business management crazy starts. ersonally agree that this is a great principle and how compensation should be determining since the line managers see daily what is occurring where corporate managers do not see the full implications of the policies and procedures they pass down.
I agree that demystifying employees pay is a good principle and in todays business climate important aspect of engaging employees. If employees are worried about and trying to figure out how they are being paid they cannot focus on their job performance.I do question whether this will last the test of time, right now companies are into being transparent but if that changes I believe this principle will die. The ability for employees to measure their results is important to certain classes of workers. I believe that workers such as those that work on commission this is more important to than those workers that receive a salary. Salary employees know what they are paid each pay cycle and generally nderstand when it comes time for reviews and increase it mostly depends upon their performance, have they received disciplinary actions, and the company performance.
Whereas, commission employees pay is tied to measureable results. Jobs where pay is tied directly to measurable results will stand the test of time but as businesses do not see the need to performance reviews for salaried workers this will not necessarily be looked at. agree with refining your compensation program as far as it standing the test of time I do not believe it will since most companies do not do it now. The main issue with this principle is that refining and refining the process takes a lot of time and manpower and companies do not see that it adds value.
I believe the last principle of being selective when it comes to information on compensation plans will last the test of time since it is a general business principle that people adhere to anyway. As far as the statement that most of what is presented will be outdated in the years to come I would have to agree with that since business philosophies change and what was once all the rage become outdated and antiquated.