Individual Research Paper Proposal For course Human Resource Management - Total Compensation - Assignment Example

Individual research paper proposal for human resource management- Total compensation My topic of interest My topic of interest is total compensation. This defines the set of direct and indirect compensations that employees can receive and is a subset of rewards and remunerations. Its scope includes monetary and non-monetary benefits to employees and forms a basis for motivation into achievement of organizations’ objectives (Jackson, Schuler and Werner, 2011). Reasons for my interest in the topicOne of the reasons for my interest in total compensation is the role of compensation as a motivator in an organizational set up.

Its significance emerges from its scope that motivates employees intrinsically and extrinsically. Ccompensation, as an extrinsic motivator, influences employees to achieve objectives that are attached to the motivators and therefore determines success in objectives. A desire to receive compensation is also a significant intrinsic motivator and motivational potential of different forms of compensation is a foundation for my interest in total compensation with focus on a matrix approach to compensation methods for optimal employees’ effectiveness (Neely, 2007).

The relationship between compensation and employee satisfaction, which also has impacts on employee turnover and productivity, also influences my interest in the topic of total compensation. Diversity among employees and potential differences in attitudes towards different compensation strategies identifies the need for an understanding of different compensation strategies and their possible effectiveness, a need that has also motivated me into the topic of total compensation (Deb, 2009). My interest in statistical analysis that is important in monitoring and evaluation of effects of such inputs as compensation strategies also informs my decision into the topic of total compensation.

Preliminary literature search on the topicI have done preliminary literature search on the topic and realized scarcity of information on the general scope of the topic. A search with total compensation yields no results of journal articles but modified search that narrows down to specific aspects of total compensation yields research. This approach generated more than five journal articles that were published within the last five years. The article, ‘Management compensation systems in MNCs and domestic firms’ that explores management practices on compensation and in different environments is an example (Le, Brewster, Demirbag and Wood, 2013).

Another identified article investigated variability in effectiveness of incentive compensation on managerial actions (Chng, Rogers, Shih and Song, 2012). Sourcing for more than 10 journal article on the topic will be successful with a similar approach to recruiting sources based on elements of total compensation, and not with total compensation as the key search term. This is because rich literature exists on different compensation strategies, the strategies’ scopes, and their effectiveness.

Literature on monetary and non-monetary compensation are examples (Deng and Gao, 2013; Hui, Chenguang and Yanhong, 2014; Skarbek, Skarbek and Skarbek, 2012). The rich literature on the topic further means ability to write a 10 to 15-page paper on the topic. Possible title for the paper‘An empirical approach to understanding effects of compensation strategies,’ is the possible title for the paper. The topic is suitable for the paper that will investigate application of different compensation strategies, individually or in groups, and achieved results in employee motivation and satisfaction.

Construction of the paperThe paper’s construct would follow the formal outline for a scientific research paper. The following is the proposed structureI. AbstractII. IntroductionIII. Literature reviewIV. MethodsV. ResultsVI. DiscussionVII. ConclusionVIII. Recommendations ReferencesChng, D. et. al. (2012). When does incentive compensation motivate managerial behaviors? An experimental investigation of the fir between incentive compensation, executive core self-evaluation, and firm performance.

Strategic Management Journal 33, 1343-1362. Deb, T. (2009). Compensation management. New Delhi: Excel Books India. Deng, X. and Gao, H. (2013). Nonmonetary benefits, quality of life, and executive compensation. Journal of Financial & Quantitative Analysis 48(1), 197-218. Hui, F., Chenguang, W. and Yanhong, D. (2014). Is monetary compensation always optimal? A scenario study on different causes of service failure in upscale hotels. Tourism Tribune 29(1), 101-110.Jackson, S., Schuler, R. and Werner, S. (2011). Managing human resources.

Mason, OH: Cengage Learning. Le, H. et. al. (2013). Management compensation systems in MNCs and domestic firms. Management International Review 53(5), 741-762. Neely, A. (2007). Business performance measurement: Unifying theory and integrating practice. New York, NY: Cambridge University Press. Skarbek, D. et. al. (2012). Sweatshops, opportunity cost, and non-monetary compensation: Evidence from El Salvador. American Journal of Economics & Sociology 71(3), 539-561.