The paper "How Can Line Management Be Helpful to HR in Establishing Strategic Pay Plans? " is a wonderful example of an assignment on management. This paper summarizes several points about Focus Pointe and whether there is a need to increase Angelo’ s salary. In doing so, this paper gives several HR and managers perspectives as to the basis of why one employee will or should be given a raise. In doing so, the different approaches to giving employee compensation are being analyzed. Commission-based pay is said to be advantageous because it will increase workers’ eagerness to work, however, it would minimize teamwork and collaboration.
Giving incentives, on the other hand, is a good motivator for employees to work harder. All in all, it is still the managers’ prerogative to choose whatever kind of salary scheme should fit the company and the workers. What is important to note that salaries – in whatever form – is aimed at benefitting the employees as it is a reflection of their work. Introduction In an organization, human capital and workforce relationships are the backbones of success.
The flow of information between colleagues, work teams, customers, and suppliers, for example, depends on the quality of relationships and talent in the workplace. Various changes over company policies, mission, and vision statements, roster or work schedules, and even on varied salary schemes have been made so as to enhance workplace diversity, particularly that which reflects people management (Barney, 1991). This paper is aimed at answering the five questions from the case study (appendix 1). Background information As has been stated, workforce relationship and management are very important in maintaining company competitiveness and high productivity.
In lieu of this, flexible employment has now been introduced to many human resource facilitators. Flexible employment, as the name implies, is the type of employment wherein the workers themselves have the chance to choose what better style of employment would fit him, thereby increasing his/her efficacy in the line of his work.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-120.
Barney, J. & Wright, P. 1998. "On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage." Human Resource Management, 37: 31-46.
Becker, G. (1964). Human capital. New York: Columbia U. Press.
Boudreau, J. W. (1991). Utility analysis for decisions in human resource management. in M. D. Dunnette and L. M. Hough (Eds.), Handbook of industrial and organizational psychology. (2nd ed.), (Vol. 2, pp. 621-745), Palo Alto, CA: Consulting Psychologists Press.
Dierickx, I and Cool, K. "Asset Stock Accumulation and Sustainability of Competitive Advantage." Management Science, 35, 1989 pp. 1504-1511.
Griffin, R. W., & Pustay, M. W. (1996). International business: A managerial perspective. Reading, MA: Addison-Wesley Publishing Company.
Hunter, J. & Hunter, R. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 72-98.
Jenson, A. R. (1980). Bias in mental testing. New York: Free Press.
Peteraf, M. A. (1993). The cornerstones of competitive advantage: A resource-based view. Strategic Management Journal. 14, 179-192.
Reed, R. & DeFillippi, R. (1990). Causal ambiguity, barriers to imitation, and sustainable competitive advantage. Academy of Management Review. 15, 88-102.
Wernerfelt, B. (1984). A resource based view of the firm. Strategic Management Journal. 5, 171-180.
Wernerfelt, B. (1995). The resource based view of the firm: Ten years after. Strategic Management Journal, 16, 171-174.
Winter, S.G. (1987) "Knowledge and Competence as Strategic Assets." In D.J. Teece (ed.), The competitive challenge: Strategies for industrial innovation and renewal pp. 159-184. Cambridge, MA: Ballinger Publishing Company.
Wright, P. M. & Snell, S. A. (1991). Toward an integrative view of strategic human resource management. Human Resource Management Review, 1, 203-225.
Wright, R M., McMahan, G. & McWilliams, A. (1994). Human resources and sustained competitive advantage: A resource-based perspective. International Journal of Human Resource Management, 5 (2), 301-26.