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Published byCorey Haynes Modified over 9 years ago
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Performance Based Pay Strategic implications of pay for performance
Assumptions of incentive plans Individual and group incentive systems Managing merit pay systems
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Strategic Implications of Merit Pay
Global need for positive push Rewarding the right behaviors
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Assumptions of Incentives
Why pay individuals differently Pay ranges Broad banding Ability, expectancy, instrumentality Performance variation Performance measurement The trust factor
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Individual Plans Merit pay Awards and bonuses Piece rates Commissions
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Group Plans Profit sharing Gain sharing
Advantage: Employee involvement Disadvantage: The risk factor, lack of control, sense of inequity Gain sharing Disadvantage: Trust essential, union opposition, not useful in piece work
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Gain Sharing & Profit Sharing
Based on local productivity Benefit comes close in time to actual performance Profit Sharing Based on total firm financial performance Benefit is deferred to annual administration or even put into pension system
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Employee Stock Ownership Plans
Every employee a part owner Works better when done for reasons of management commitment than for financial reasons It does not automatically improve employee performance, attitudes or sense of control
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Incentive System Failure
Hardly noticeable rewards Inadequate performance appraisal Ambiguous links between performance and reward Higher union wages Adaptation problem
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Incentive System Success
Clearly noticeable rewards Accurate appraisal Managers adept in appraising and feedback Visible link between performance and reward Wide range of increases
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Administrative Issues
Concerns: Fairness, Risk, Efficiency Communication Pay Secrecy Pay satisfaction
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Merit Pay Systems Adapted From Hills, Bergmann, & Scarpello, Compensation Decision Making, 2 Ed.
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Backwards & Forwards Summing up: Today are topics began with the strategic implications of pay for performance, we then examined assumptions underlying incentive systems and several individual and group merit pay plans. We concluded with a look at the management issues in applying the incentive systems. What makes some plans fail, why do they work Looking Ahead: Next time we dig into the topic of benefits — health, holidays and pension at our next session.
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