1 (discussion question) Respond to the following in a minimum of 175 words no plagiarism
Consider your job pay rate or a job you are familiar with.
How might the pay rate for your job be influenced if it was a similar job in another industry or another geographic area? For example, how might your pay be different if you were employed by a small, rural grocer as compared to a large, auditing firm in a major metropolitan area or medium-sized manufacturer in a suburb? What could you do to ensure external equity in your work?
2. (Discussion question) Respond to the following in a minimum of 175 words no plagiarism
Discuss a total rewards plan for a chosen organization and how the total rewards plan impacts quality employee selection and retention
Consider the type of discretionary benefits the organization offers. Do you think the benefit plan your organization offers is well designed and meets the needs of the employees?
3. (Respond to) with a minimum number f 75 words no plagiarism
Ashley Holmes
The three approaches to internal reward alignment are performance based, job based and individual based approach. Performance based approach is a great opportunity to address company needs, motivate employees, and set goals to ensure to employee and the employer are on the same page.
Providing extra money based off performance its key that employees are aware of what expected of them.
In my previous organization I use to work for, went off performance-based approach.
I used to work for a large call center and based on the quality and service of the call you would get rewarded. If the current employee would hit all the required metric’s, you would receive extra cash in your paycheck or you would receive a certificate which is valuable especially if you plan to apply for a different job position within the company. In my opinion I think providing extra money is most effective because this motivates the current employee to strive to exceed all the job requirements that’s being asked of them, and it benefits the organization as well. Keep in mind different organizations have different requirements.
Some organizations go off individual base and not performance base. In this case depending on the job level the individual employee has could be rewarded verses the individual’s daily work performance.
4. (Respond to) with a minimum number f 75 words no plagiarism
Andrea Hout
I work in the HR department at the corporate office of a transportation company that hauls for the USPS.
As we know, job valuation means having understanding of worth or value of a job in relation to others in an organization. There are three approaches to internal reward alignment – job based, individual based and performance based. My organization uses the performance-based approach to determine job valuation. The performance-based approach is based on the assumption that reward should be provided based on performance or results produced by employees.
In my organization, drivers are given a target load and target times that are given by the post office they are to be delivering too. Our drivers definitely receive their base salary but when it comes to reward, they get incentives and rewards based on their achievement of delivery targets.
Yes, I think that this method is the most effective because it ends difference in rewards based on seniority and puts focus on performance and results of individual drivers. In return, my organization is able to have motivated and high performing employees. The motivation of employees coming from rewards increases reliability in my organization.