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Continuum of Compensation PhilosophiesContinuum of Compensation PhilosophiesContinuum of Compensation PhilosophiesContinuum of Compensation Philosophies
Individual vs. Team RewardsIndividual vs. Team RewardsIndividual vs. Team RewardsIndividual vs. Team Rewards
Distribute variable rewards at the team levelDistribute variable rewards at the team levelDistribute variable rewards at the team levelDistribute variable rewards at the team level
Make system simple and understandable.Make system simple and understandable.Make system simple and understandable.Make system simple and understandable.
Using Team-Based Reward SystemsUsing Team-Based Reward SystemsUsing Team-Based Reward SystemsUsing Team-Based Reward Systems
Use skill-based pay for the base.Use skill-based pay for the base.Use skill-based pay for the base.Use skill-based pay for the base.
Use variable pay based on business entity performanceUse variable pay based on business entity performanceUse variable pay based on business entity performanceUse variable pay based on business entity performance
Maintain a high degree of employee involvementMaintain a high degree of employee involvementMaintain a high degree of employee involvementMaintain a high degree of employee involvement
Perceptions of Pay FairnessPerceptions of Pay FairnessPerceptions of Pay FairnessPerceptions of Pay Fairness
Equity The perceived fairness between what a person does (inputs) and what the person receives (outcomes).
Procedural Justice The perceived fairness of the process and procedures use to make decisions about employees
Distributive Justice The perceived fairness in the distribution of outcomes.
Pay Openness The degree of openness or secrecy that an organization allows regarding its pay system.
External Equity The perception that the organization provides employees with compensation that comparable to the compensation of employees with similar jobs in other organizations.
Child labor (under 14 years old) is prohibitedChild labor (under 14 years old) is prohibitedChild labor (under 14 years old) is prohibitedChild labor (under 14 years old) is prohibited
Requires overtime payments for non-exempt employeesRequires overtime payments for non-exempt employeesRequires overtime payments for non-exempt employeesRequires overtime payments for non-exempt employees
Requires overtime (1Requires overtime (1½) pay for hours over 40 hours½) pay for hours over 40 hoursRequires overtime (1Requires overtime (1½) pay for hours over 40 hours½) pay for hours over 40 hours
Requires compensatory time at overtime (1Requires compensatory time at overtime (1½) pay rates½) pay rates Requires compensatory time at overtime (1Requires compensatory time at overtime (1½) pay rates½) pay rates
Wage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards Act
Wage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards Act
Wage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards ActWage/Hour Status Under Fair Labor Standards Act
Legal Issues and Job EvaluationLegal Issues and Job EvaluationLegal Issues and Job EvaluationLegal Issues and Job Evaluation
Americans with Disabilities ActAmericans with Disabilities ActJob evaluations may not identify job functions related Job evaluations may not identify job functions related
to physical demands as essential to physical demands as essential
Americans with Disabilities ActAmericans with Disabilities ActJob evaluations may not identify job functions related Job evaluations may not identify job functions related
to physical demands as essential to physical demands as essential
Gender IssuesGender IssuesTraditional job evaluations place less weight on Traditional job evaluations place less weight on
knowledge, skills, and working conditions for female-knowledge, skills, and working conditions for female-dominated jobsdominated jobs
Gender IssuesGender IssuesTraditional job evaluations place less weight on Traditional job evaluations place less weight on
knowledge, skills, and working conditions for female-knowledge, skills, and working conditions for female-dominated jobsdominated jobs
– The practice of using fewer pay grades having broader pay ranges that in traditional systems.
– Benefits• Encourages horizontal movement of employees• Is consistent with trend towards flatter organizations• Creates a more flexible organization• Encourages competency development• Emphasizes career development
Traditional Pay Structure vs. BroadbandingTraditional Pay Structure vs. BroadbandingTraditional Pay Structure vs. BroadbandingTraditional Pay Structure vs. Broadbanding