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Compensation, Rewards, and Employee Management

i need help on how to address the following questions.

1. Given the different levels of pay and total rewards, how may an organization create a sense of internal equity?

2. Does the extensive use of contingent workers effect the organization external competitiveness as it relates to attracting top level talent as well as meeting organizational objectives?

3. Should contingent workers be equally compensated given the fact that employers will pay a 20-40% surcharge per employee to temporary agencies?

4. How would you, as the CEO of the company, create a sense engagement with the infusion of regular employees and contingent workers?

6. Discuss how an organization's compensation plan (specifically health insurance benefits) might impact an organization's strategic goal setting process.

7. Give specific examples of strategic organizational goals and develop Human Resource Department goals related to health insurance benefits to help the organization meet its strategic goals.

8. Why is it important that the administration of employer pay plans and employee benefits plans be accurate, timely and effective? Give specific examples.

Solution Preview

Greetings,

Hope you are well.

Let's take a look at the following questions posed on business analysis:

1. Given the different levels of pay and total rewards, how may an organization create a sense of internal equity?

The internal equity can relate towards a two-way approach from the employer offering beneficial components to employees and the employee's perception of such equity value in working for the company's goals. Some employees are more inclined to feeling positive of their work environment, such as, the company fair levels of pay for work done within the job scope. Thus, the internal equity should reflect an understanding to how the organization uses their resources from profitability to reinvest into their human capital equity. The concept in developing strong human capital equity is in the best position for an organization to reaching their desired outcome within the targeted consumer marketplace.

Try and think of the internal equity as both available resources for facilitating the business continuity as well as the human capital (employees) investment long-term. By the decisions made by senior management, the organizational behavior is in place to assuring the proper protocols, procedures, and the resources available to instill a supportive environment to encourage an internal equity concept. Thus, the employees have the necessary supportive foundation as well as the commitment to producing at a level of performance that reinforces the organization structural goals leading to efficiency for strong internal operations base.

2. Does the extensive use of contingent workers effect the organization external competitiveness as it relates to attracting top level talent as well as meeting organizational objectives?

Aim in framing, the contingent workers actual effect to the organization even on a temporary basis but is still based on their knowledge and skill set ability to strengthen the company's operations output. Keep in mind, the contingent workers effect is based on their competency that performance levels reaches the company's projected outcome. The quality levels are at a ...

Solution Summary

The extensive use of contingent workers effects and organization external competitiveness as it relates to attracting the top talents are determined.

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