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In the early 1900s, unions became a driving force in labor throughout the United States. They started advocating for payment systems that rewarded the efforts of the employees. The unions comprised of organized workers movements and advocated for organized systems for fair compensation. In United States, different attempts to enact laws regarding workers compensation were evidence even before 1900. Such states included New York in 1898, Maryland in 1902, Montana (1909), and Massachusetts (1908) (Williams, 1991). Later on, federal government with the aim of improving and standardizing the compensation system enacted more regulations (Berger & Berger 2000; United States. Bureau of Labor Statistics, 2011).
In Asia, there have been quite a number of reconstructions in the compensation system. The reformations are aimed at changing the system from seniority-based compensation in favor of performance-based compensation. Although the restructuring has taken quite some time, there has been quite a lot of success. In Japan, most organizations that previously favored the seniority-based compensation are gradually adopting incentive based compensation system. In South Korea, the compensation system is still under evaluation. Incentive programs are at the initial stages of implementation. Other countries that are gradually adopting the performance based compensation system include Indonesia, China, Philippines, and Hong Kong. In Asia, it is expected that more countries will continue adopting performance based compensation program to replace seniority systems which are increasingly becoming unpopular (Pierce, 2011).In the west, most countries have already adopted performance based compensation. compensation. The compensation-based system is likely to face challenges in the future. This is because some employees may fail to understand the criteria used to structure the workers payments. In seniority compensation program, the time an employee has worked for an organization was viewed as the best measure to be used in compensation. Therefore, became a popular way of levying out annual pay raises. In the recent past, the economics of the United States have expanded into global markets and the industries have shifted from manufacturing to service related industries. This has led to search for new compensation methods by new companies .The performance-based systems are usually determined by the need to promote higher levels of service on the part of the employees. It is important to consider the fact that the level of service delivery on the part of the employees is necessary for the general purpose of achieving higher performance among the working community. In essence, it becomes necessary to investigate the nature of service delivery from the perspective of the employees. Essentially, such systems require frequent appraisals in order to determine the capacity and value that an employee brings into the company. Pay Systems in the United States The payment systems in United States have evolved greatly over time. Employees’
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A COMPREHENSIVE ANALYSIS OF MILITARY PAY SYSTEMS A. INTRODUCTION a. PROBLEM STATEMENT b. RESEARCH RATIONALE c. RESEARCH OBJECTIVES d. RESEARCH HYPOTHESIS e. SUMMARY f. LITERATURE REVIEW g. RESEARCH METHODOLOGY h. PARTICIPANTS i. RESEARCH DESIGN j. INSTRUMENTATION AND DATA COLLECTION PLAN k.
But simply increasing salaries without changing anything else won’t have much effect on results in the classroom. (2) Another part of the problem is that students are not learning enough. Student achievement cannot be simply measured by standardized tests and teacher performance cannot be evaluated by how students perform on such tests.
In most cases, companies implement pay for performance systems because they want to improve the baseline profitability and financial situation of the company (Gerhart & Rynes, 2003). However, the same does not take place directly but pay for performance have a direct relationship with employee motivation, employee satisfaction and their on job performance which later goes on to translate into financial results.
Effective performance management curriculum allows the company to perform well to the best of its ability by aligning goals of each individual employee with those of the company. When the company’s goals are matched, the company will better be able to compete effectively in the industry and boost morale of the employees when they are motivated.
I learnt several things about payment systems, the amounts paid methods and how pay is determined. I also learnt the reasons why pay systems vary. In the pay setting practice, I confirmed factors I already knew such as pay is based on hourly rates, and that the casual workers pay is not as predictable as the salaried ones.
Therefore, job analysis is focused on the tasks and not the people who are performing the task.
On the other hand, job evaluation is a process of understanding the value of a particular job in the prevailing job market. Job evaluation also attempts to
Executive pay is directed in respect of the guidelines laid down by the board of directors while non executive pay is done in without the respect of any regulation.
There are differenced between executive and non executive pay. In executive pay the
According to research, some businesses end up creating success by offering high pays for their workers, but this strategy has been criticized for lacking a long-term effect on the performance of staff including business executives. Some people are of the opinion that the idea of a free market is in existent.
Employs almost such a compensation that surpasses cash when thinking about whether your line of work provides them with security, constancy, and a sturdy future. A benefit and position system can help an organization appeal to and maintain employees. Compensation system does not have to be costly for the organization or surpass its budget.
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