Question

Based on this course lectures, our previous F2F

answer the following questions:

1. Why is it a must that performance standards be derived from the company's strategic goals in addition to being based on job analysis and job description information? Provide an example.

2. To which extent do you believe that corporations should make their employees well-aware of how their pay structure is derived? Why?

3. What benefits can be achieved when H.R managers implement competency-based compensation programs that reward for skills, knowledge, and behaviors, such as problem solving?

*Your answers should be supported enough by examples and explanations.

Answer 1

1. It is critical, as employees achieve these goals, that performance expectations are extracted from the strategic objectives of the organization rather than job analysis and work description. Each process from hiring workers to evaluating their performance is ultimately done to achieve the strategic objectives of the organization. If the expectations of performativeness do not follow those goals, then the accomplishment of the goals will pose a challenge for the organization, no matter how successful and efficient they are. The work analysis helps us understand what work an employee has to do and explains his day-to-day activities.

Performance expectations should be consistent with all of these elements in order for workers to work effectively and supervisors to measure their performance against the role review and description based on the criteria. But if these expectations are not in line with strategic goals, a high performance climate often does not lead to the accomplishment of these goals.

For example, the Sales Manager's success criteria involve the selling of goods to current clients and the development of new potential clients. The alignment with the strategic objectives will specify the number of customers to reach or the revenue goal from those customers in order to help sustain the company role, but also improve the revenue management's productive efficiency.

2.Salaries of people across the globe have seen an increasing trend. This can largely be credited to the global revolution which has increased both the demand for and supply of commodities and services which has concurring effects on the salary of the staff respectively.As employees become part of an organization which is not limited but rather involving, it becomes essential that they are well aware of their compensation structure and the expected variables from them.

Most businesses have two forms of payment systems. One is the calculation of company and one is a different indicator. The measure of company success is how the organization performs and the value of its work. This helps determine a higher salary cap that the employee will earn in such a position. The individual measure is, however, how the employees perform in compliance with the planned expectations.

The key explanation why the workers should be specifically informed these issues is that they have a way to look at their development path. They know what is expected of them well in advance and that allows them to perform better. Specific things like House & Pension Benefits, Dearness Benefits and similar benefits should be specifically described to the employee to be aware of and pleased with what they get and the anticipated expectations.

3.When HR managers introduce skill-based pay systems that ensure that people with higher skills are better off, the following gain or advantage becomes evident.

• Find some highly qualified and hard-working workers every day. However, if the people who don't make attempts to expand the company earn less or the same pay, it will be really tough. These systems also offer higher compensation incentives to those who remain in office.
• As an employee, if you know a certain role will boost your ratings and therefore boost your pay, it will help you identify and fulfill your goals better. This approach allows workers to feel part of themselves, and so personal and corporate interests are matched and organizationally beneficial to grow more efficiently.
• An company that has more employees doing well will improve employee efficiency and thus therefore raise income. When you attach performance advantages, people perform better and you make more profit.
• Organizations that pay well for employees and have services, as described, appear to have less employees willing to leave office. Because it leads to less employee turnover if you build a positive culture in a organization.
• Organizations that pay well for employees and have services, as described, appear to have less employees willing to leave office. Because it leads to less employee turnover if you build a positive culture in a organization.