Relationship between Organizational Compensation and Organization Performances - Research Proposal Example

Research on compensation now demands the significance of viewing pay and pay for performance plans in the context of an organization's personnel system, its managerial and structural styles, and also its strategic aims (Balkin and Gomez-Mejia, 1987a, 1990; Carroll, 1987).
Managers of performance appraisal, variable pay, and merit plans stress the fact that these programs must be in the form or should be constant with the organization's employee practices, strategic missions or goals, and culture whether they are doing the work as the organization aims.
Objectives

The objectives of this research are:
1. Describing variable commission, fixed salary and also combination pay plans in terms of their performance.
2. Explaining the crucial elements of direction, perseverance and concentration of an employee as well as organization.
3. Discuss the issues linked with the group compensation, global compensation, sales contest as well as changing reward system.
4. Preparing a list of the policies for rewarding and motivating the employee so that they can perform better in the future.

Literature Review

Earlier in 1982, few federal plans like those funded under the Job Training Partnership Act were needed to build up contracts that exercised clients' results measures as well as serve incentives and authorized accordingly (Yates, 1997). The Government Performance and Results Act 1993 and also the Service Efforts and Accomplishments (SEA) reporting idea of the Government Accounting Standards Board (GASB, 1994) underlined the significance of performance responsibility. In late 1994, 26 federal groups signed charitable promises to convert near about 100 service agreements to performance-based contracts. By 1997, federal acquisition requirements were rewritten with specific language about the requirement for performance necessities and quality benchmarks in both agreements requirements and also quality assurance. These laws and plans discussed the significance of measuring agreement performance on delivery of already agreed services as well as the feedbacks of services on users.

Research Methodology

In this project, the quasi-experimental study can be used for understanding the research problem. The Likert scale can be a very useful tool for completing this project. The sample size for this project can be selected as 100 people. A questionnaire will be prepared on the given topic for collecting the response of the respondents which will be answered by respondents individually. The findings will be analysed by statistical method.

Statement of Findings & Analysis

After completing the questionnaire section the responses of the respondents are analyzed in the findings segment. The result will provide an insight into the organizational viewpoint regarding the project subject. The result will show the responses of the executive or HR managers as well as employees regarding performance-based appraisal or compensation method and also on the skill-based appraisal system.

Discussion of Findings & Analysis

In the discussion section, the findings of the research in the earlier section will be further analysed. This will provide us with the reasons for the respondents’ opinions regarding the given topic. The given topic will be better understood with the discussion.

Recommendation

Performance management exercises information attained from reward reviews as well as reward measurement to measure how efficiently reward policies and also practise have been accomplished are described in the objectives. These findings will provide a detailed understanding of the discussed topic.