HR Headline: Pay for Performance Remains Controversial
“Pay for Performance” has made inroads in business, but has remained a hard sell in public school systems. There are some successful examples where teacher pay has been linked to student test scores. For example, in Minnesota, some districts have stopped giving automatic raises for seniority and base 60% of all pay increases on performance. In Denver, unions and school districts designed an incentive program where teachers receive bonuses for student achievement and for earning national teaching certificates. However, some plans have not worked. For example, Cincinnati teachers voted against a merit pay proposal and Philadelphia teachers gave their bonus checks to charity rather than cashing them. It appears that having teachers involved in planning the incentive system is one key factor to success. The same can be said for all incentive plans – if employees don’t buy into them, they will not work.
Your paper may be based on a business entity of your choosing from the public or private sector and must answer the following Research Questions:
1. How could an organization measure the effectiveness of its pay-for-performance plan(s)?
2. From an employee’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan?
3. From an employer’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan?
Research Paper Instructions:
Please support your ideas, arguments, and opinions with independent research, and include at least three (3) supporting references or sources (NOT Wikipedia, unknown, or anonymous sources). References must include the name of the author and the date of publication. Websites are not acceptable. Format your work in proper APA format, include a cover page, an abstract, an introduction, and a labeled conclusion in accordance with the course rubric, a minimum of 3 FULL pages of written content, and a references section. Double-space all work and cite all listed references properly in text in accordance with the 7th edition of the APA manual.
Course Scope : To provide students with an understanding of Human Resources Management and illustrate how HRM interrelates within the scope of the organization, line management, and employees. Additionally, this course focuses on the management of employees within the laws and regulations set forth by the federal, local and state governments. Course Objectives After successfully completing this course, you will be able to: CO1: Distinguish the difference between the strategic and operational role of human resource management. CO2: Apply principles and theories of human resource management to the world of work in areas such as diversity, equity, and inclusion (DEI), multiculturalism, as well as recruitment, selection, and on-boarding. CO3: Develop a competitive compensation & benefits package. CO4: Illustrate how employee retention motivators and retention strategies can reduce an organization’s turnover rate. CO5: Analyze the impact of human resource initiatives (i.e. training and development.programs, succession planning, and performance appraisals) on employee motivation. CO6: Explain communication and emotional intelligence strategies. CO7: Deduce the role of organizational policies, practices and procedures in determining whether or not employees choose or decline to unionize. CO8: Compare and contrast health and safety regulations between the United States and countries abroad.
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