Explore BrainMass
Share

Compensation, Organizational Policies and Procedures in HR

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

1) From a HR perspective and looking the current state of our economy, which do you is valued the most....compensation, rewards, incentives, or benefits and why? From an employee perspective which do you is valued the most and why? Do you think that what is valued most changes throughout the years as you get older? What impact will this have you on as a manager when developing compensation packages for various positions?

2) As management staff, you need to be proactive in ensuring that your staff are always up to date not just on legislation, but on organizational policies and procedures in general. What are your thoughts?

© BrainMass Inc. brainmass.com October 25, 2018, 9:16 am ad1c9bdddf
https://brainmass.com/business/compensation-strategies/compensation-organizational-policies-procedures-569221

Solution Preview

1) From a HR perspective and looking the current state of our economy, which do you is valued the most....compensation, rewards, incentives, or benefits and why?

- From an HR perspective, I place the highest value on the actual amount of compensation. When companies pay their employees well, the employees are more likely to acknowledge the treatment and to return the gratitude with loyalty to the employer. If a company offers employees a variety of incentives and benefits but the pay is low, the employees likely will not find as much satisfaction with the employer due to the lower wages. Cash is needed for almost all aspects of the employee's life. If we don't provide the cash needed at a decent rate, no amount of benefits will make up for this lack. Cash is highly regarded in society. It always has been and remains to be held in high regard due to the power that it has. When we keep employee pay at minimum standards for the company (adequate to high levels of pay), we are providing the employees with the ability to provide better for themselves and their families, which generally outweighs any amount of additional benefits or perks that management can provide.

From an employee perspective ...

Solution Summary

This solution discusses compensation packages from the standpoint of the HR professional and from the employee's standpoint. This solution also discusses the attention that should or should not be given towards organizational policy and procedure awareness within an organization.

$2.19
See Also This Related BrainMass Solution

There are two different types of Human Resources Management (HRM) which tends to cause confusion; on one hand HRM is a function that deals primarily with social work, for example, when I was seeking to obtain an undergraduate degree the Bachelor's was in Human Resource Management, that dealt primarily was based on social work, counseling, psychology, etc. On the other hand, HRM is a broad term that deals with maintaining the efficiency of an organizations overall function. HRM includes recruiting, hiring, and training new employees, developing benefits packages for new hires, create organizational policies and procedures, ensure compliancy of legal regulations mandated by the specified state, and adhere to all labor relations and guidelines set forth by OSHA (Occupational Safety and Health Administration) and HIPPA (Health Insurance Portability and Accountability Act) (if applicable).

There are two different types of Human Resources Management (HRM) which tends to cause confusion; on one hand HRM is a function that deals primarily with social work, for example, when I was seeking to obtain an undergraduate degree the Bachelor's was in Human Resource Management, that dealt primarily was based on social work, counseling, psychology, etc. On the other hand, HRM is a broad term that deals with maintaining the efficiency of an organizations overall function. HRM includes recruiting, hiring, and training new employees, developing benefits packages for new hires, create organizational policies and procedures, ensure compliancy of legal regulations mandated by the specified state, and adhere to all labor relations and guidelines set forth by OSHA (Occupational Safety and Health Administration) and HIPPA (Health Insurance Portability and Accountability Act) (if applicable).

"The educational backgrounds of human resources, training, and labor relations managers and specialists vary considerably, reflecting the diversity of duties and levels of responsibility. In filling entry-level jobs, many employers seek college graduates who have majored in human resources, human resources administration, or industrial and labor relations. Other employers look for college graduates with a technical or business background or a well-rounded liberal arts education. Although a bachelor's degree is a typical path of entry into these occupations, many colleges and universities do not offer degree programs in personnel administration, human resources, or labor relations until the graduate degree level. However, many offer individual courses in these subjects at the undergraduate level in addition to concentrations in human resources administration or human resources management, training and development, organizational development, and compensation and benefits." (U.S. Bureau of Labor Statistics, 2010).

View Full Posting Details