The Importance and Role of Compensation Strategy in the Human Resources Department Executive Summary
The Importance and Role of Compensation Strategy in the Human Resources Department Executive Summary
(1), (1). (11), (1976). (1996). (1997). (2), (2000). (2002). (3), (Cobb, (Flannery, (Harvey (Henderson, (Kraizberg, (Mar, (Mar., (May (Rynes, (Sep (Williams, (Wing, (Winter 1 10 120 133 149. 16 185. 1976) 1987) 1987). 1996) 1997) 2 20 2000) 2001). 2002) 2002). 2006) 2006). 2007) 2007). 21 24 26. 383 390. 429 459. 48 54. 60 A A., After Aharon, Al, All America, America. An Analysis Another Are As B., Barry, Based Because Benefit Benefits Brooke, Business CA: CUPA Campion, Carl, Centers Changing Choosing Co. Cobb, Commission Common Comparative Compensation Compensation, Competing Current Department Designing Dimensions Dynamic Effect Elli, Employee Employees Especially Even Executive Finally, First Flannery, For Ford, Francisco, Frederick Free Furthermore, Gerhart, Gwen, Harvey, Henderson, Hourly However, Human I If Implementation. Implementing Importance In Incentive Indeed Innovative Intuitively, It Jacob, Jossey-Bass. Journal Journal. Kraizberg, L, L., Limits Lucrative Lucy, Maertz, Management: Margaret, Matthew McDaniel, Michael Modern Morgan, Morgeson, Multiple NY: Neal, New One Options: Organization Organization. Organizations. Organizations: Other Out-of-School P., Package. Pay Pay: People, Performance Performance, Perks Perspectives Plan Practice. Press. Providing Psychology, Publications, Publishing Recruiting. References Research Resources Responsible Reston Reston, Review, Rewarding Richard, Role Rynes, Salaries Salaries, San Sara Satisfaction. Satisfaction: Schemes. Schmitt, Similar Staff Steve, Stock Strategies Strategies. Strategy Strong Summary Superior System Tailoring Talent: That The Then, There These They This Thomas Though Thus, Time Topics Total Two Tziner, Understanding VA: Vol Vol. Wages Weisberg, Wellesley When While Williams, Wing, With Women Workforce. York, a accepting acquire action actually addition addition, additional adopt adopted advantage advertised, affect afford afforded all all, allowances. almost along also am amount amounts an and any appear applicant applicants, applicants. applicant’s apply, are as aspects at attain attract attracting attractive attributed based basic basis, basis. be because been before being believe benefit benefits best better between bonuses both but by by. calculation. can candidate car, careers carry centerpiece certain characteristic choosing come comes commission commission, commission. common companies companies, company company, company. company’s compensate compensation compensation, compensation. competitive competitor complete completed completed. comprised concerns consideration considered. constraints. contribution could course current cut daycare, deal deciding decision delving dental department department, departments description, designated designed desired details determined determiner determines develop development did difference different direct direction discretionary do doing due duties duties. each earn economic effect effort emphasis. employee employee, employee. employees employees, employees. employees’ employee’s employer encountered enjoyable. enough ensure entice enticing entire environment especially established ethic evaluated even every examination examine examining example, examples executive existence expensive explores extra extremely faces, factors failure. family. financial first first. five flexible. focus following for form forming foster four free from full-featured fully-featured function function. functions further general generally get give given giving goes good goods great greatly guaranteed half hand, hard hard-working have health healthcare healthy help high-ranking higher-level hire hire. hiring holds hope hotel hour hourly hours how however. human ideal if importance important improve improving in incentive include included increase increased increases increasing individual individualized individuals industry information insurance insurance, insurance. interest into introduction, involve is is, it its itself itself. job jobs just lack large largest least lesser-known level life. like likelihood location, long low lower loyalty loyalty. lucrative luxury made make makers management managers many match may mean member methods miscommunication modern monetarily-based, monetary monetary. money money. more most motivated motivation move much my nearing needed needs next normally not nothing. nowadays number occurs of offer offer. offered offering offerings offers often on once one ones one’s only opening, options options, or order organization organization, organization. organizational organizations organization’s other other, others. our out over overall overwhelming. own package package. packages packages, packages. paid paper part particular pay pension people per percentage perform perhaps perks perks. place plan plans plan’s play point pool pool. position position. positions positions, pp. previously primary process process, process. product profit profit. profits. prospective prove provide provided providing pursue put qualified qualified, quality rarely rate. reasons reasons. receive recommendation recommendations reduce regarding regardless regards reimbursement. remedial repetitive report requirements research research. resource resources respect responsibilities responsibility, responsible result results retention retirement retires. right role run. safe, salary salary-based salary. sales sales-oriented salesmen salespeople same satisfaction satisfaction, satisfaction. second security see, seekers, seems sell sell. sense, separate set several sharing sharing. short shortcoming should shown simultaneously situation, six size size, small society some somewhat stake standards. state stated stays, still stock strategies strategies, strategy strategy. success success. successful successful. such system system, tailor tailored take take-home takes task tasked term term, terms than that the their them these they things think this this, thought three through time times to too tuition turnover two type types ultimately unique unprecedented up upper used usually utter vacation, valuable variables. various varying very wage wage, wage. wages wants we week week, week. well well. wellbeing what what’s when where which while who why will with within without work worked worker, worker. workers works world worth –
The Importance and Role of Compensation Strategy in the Human Resources Department
Executive Summary
The following paper concerns compensation strategy. As a member of the human resources department, one of my primary job functions is to hire employees and make recommendations to the company decision makers on how to improve the hiring and retention process. Compensation strategy can both increase the quality of the applicant pool as well as