Total Compensation Methods, Research Paper Example

A benefit plan for all employees in an organization is the most proximatic scheme for human resources department and Administrators.  An incentive strategy plan that is consists of a form of a salary cap system and job performance measures along with organizational factors (i.e. competitive advantage, product quality, social responsibility, etc..) which matches the philosophy of cores values which are : The belief of organization’s internal values — credo vignettes— Consumers’ loyalty (Ebert, et .al 2005).  Technically, the information technology trend is an instantaneous effective electronic mode of communication. As such,  sources have implemented an  Employees Benefit Information System- An employer-sponsored benefit plans software for employees to access their benefits options (i.e., health insurance plan, pension plan, stock-option plan) and make optimalized decisions on work productivity (Vitez, 2010) and  including with an exempted pay period and non-exempted pay period tracking information.  In addition, in the incentive strategy plan, human resources drafted a plan of the external activities. This is for the employees to do something after work for the hard work they have done for the organization. Some organizations provides self-care benefits (places to go, people to see, or other personal care resources) preventing from mental break down (Belsito, 2008). However, Human Resources management is heavily influenced by Equal Employment Opportunity Commission law –to protect people from unfair or inappropriate discrimination in the workplace; the Office of Federal Contract Compliance Programs— carries out executive orders for companies doing business with the government.  As result, administrations and human resources evaluates the job evaluation factors that balance the labor markets in which weights the salary allocation (Raciot, et .al, 1996) in order to meet the organizational goals and objectives. Each plan has a motivation drive and opportunity for continuous quality improvement for all levels of employees at all business units.

References

Racicot, B., Doverspike, D., Hornsby, J., Hauenstein, N., (1996) Job grade and labor market information effects on simulated compensation decisions, 25 (3) p.343. Public Personal Management. Washington, D.C. Retrieved June 29, 2011 from: ProQuest ABI/Inform Global.

Vitez, O. (2010) Employee Benefit Information System. Retrieved June 29, 2011 from: http://www.ehow.com/facts_7289304_employee-benefit-information-system.html

Ebert, R. & Griffin, R. (2005) Compensation and Benefits. Business Essentials, 5^th ed. , Ch. 8, pp. 235-236. Upper Saddle River, NJ; Pearson-Prentice Hall.

Belsito, C. (2008) Toward an understanding of the impact of discretion upon the HR-performance link. Dissertations & Theses, Texas A&M University. Retrieved June 29, 2011 from: ProQuest ABI/Inform Global