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Week 2 #2 - Coursework Example

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A firm’s approach to equity is as significant as the real programs implemented. Typically, organization emphasize on external equity in their compensation…
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Week 2 #2
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Pay Equity Affiliation Introduction Equity is the key theme of compensation practice and theory arising in diverse context (Dreher & Dougherty, 2002). A firm’s approach to equity is as significant as the real programs implemented. Typically, organization emphasize on external equity in their compensation structures design. Companies need to focus on both internal and external pay equity. Hence, what is the relationship between pay equity and knowledge, ability and skills?
Management of the internal pay equity is of great importance. Firstly, the company transparency in pay practices along with employees trust boosts employee morale and enhances their loyalty. Secondly, the internal pay equity creates a good sensible business; thus improving the firm’s retention of its top performers and maximize its chances of hiring a top talent in the industry. Therefore, failure to manage the internal pay equity can result in losing employees to other companies and creates disloyalty among the employees (Kramar & Syed, 2012).
The external pay equity management is also important for company’s success. Employers are expected to manage carefully determine the appropriate markets. Therefore, the management of the appropriate markets helps in having accurate external wage comparison. Thus, this reduces unnecessary payments in some areas (Kramar & Syed, 2012). For instance, a narrow determination of a market can lead to wage that higher that is expected.
Therefore, employee inequity and equity perception are equally significant, and companies should consider as it sets its compensation objectives (Perkins & Perkins, 2011). Employees perceiving equitable pay treatment can be more motivated in supporting the company goals of performing better. In conclusion, about compensation, fairness is reached when pay is equal to work performed value.
References
Dreher, G., & Dougherty, T. (2002). Human resource strategy: A behavioral perspective for the
general manager. Boston, MA : McGraw-Hill/Irwin.
Kramar, R., & Syed, J. (2012). Human Resource Management in a Global Context: A Critical A
Approach. London: Palgrave Macmillan.
Perkins, S., & Perkins, G. (2011). Reward Management: Alternatives, Consequences and
Contexts. London: Chartered Institute of Personnel and Development. Read More
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