Ferracone, R. A., & Borneman, J. P. (2001). Putting pay for performance back into incentive programs. Compensation & Benefits Management, 17(4), 29.…
A compensation strategy is one of the many human resources (HR) tools that organizations use to manage their employees. For an organization to receive its money’s worth and motivate and retain their skilled employees, it needs to ensure that their compensation system is not an island by itself. Not only is it important for an organization to link compensation to its overall goals and strategies, it is important that its compensation system aligns with its HR strategy. Let’s face it, if an organization is not paying its skilled employees what they are worth or at least the industry average, the chances are they will find an organization that will pay them for their talents.…
Companies today should mirror their compensation and benefit programs with their long- term business strategy and organizational culture. According to Casio (2010), “Pay systems are designed to attract, retain, and motivate employees” (p.421). The most important objective is fairness or to achieve internal, external, and individual equity; and maintain a balance in relationships between direct and indirect forms of compensation, and between the pay rates of supervisory and nonsupervisory employees. Employers must perform job analysis, develop job descriptions, evaluate the value of job/position in the organization, develop pay structure and pay levels to create competitive employee compensation and benefits (Cascio, 2010).…
ACCOUNTING STRATEGY AND CONTROL (AC 411) ESSAY 1: Do you believe that incentive pay is truly effort-‐inducing; that is, drive employees to perform at their best? Discuss In recent times, companies are faced with a lot of competition and they need to constantly devise strategies to tackle this competition. They are continuously looking for ways to increase the performance of the company and ways to keep their workers and other employees motivated so that they deliver their best in such a competitive atmosphere. Incentive pay is one such strategy used by companies to perform well. Incentive pay is pay based on specific performance of an employee, which may take the form of gift vouchers, stock option, bonus, profit sharing, commission etc.…
With health care reform taking full effect, various changes are emerging with regard to health care provider reimbursements. Third-party and government payers are rapidly moving toward pay-for-performance approaches that emphasize the quality rather than the quantity of health care services. Pay-for-performance initiatives have the capability of significantly impacting reimbursements based on whether or not and to what extent certain performance outcomes are met. At the same time, health care providers and consumers are both positively and negatively affected by pay-for-performance programs. While the future of pay-for-performance programs is unknown, it can be assumed that health care providers will likely carry increased pressures with regard to outcome responsibilities. With the continual addition of regulations set forth by the Centers for Medicare and Medicaid Services (CMS), demands to consistently provide high-quality care will increase.…
“Pay for performance has become a central strategy in the drive to improve health care” (Joynt, Jha, Orav, & Epstein, 2012, p. 1606). There are many aspects of pay-for-performance. These aspects include; effects of reimbursement by this approach, the impact cost reductions has on quality and efficiency of health care, the affects to the providers and patients, the effect on the future of health care. Currently an estimate of half of all Medicaid programs operated with a form of the pay-for- performance approach, and of the programs not operating such approaches 85% have intentions of doing so in the next five years (Briesacher, Field, Baril, & Gurwitz, 2009). Pay-for-performance is inevitable with The Affordable Care Act (Werner, Kolstad, Stuart, & Polsky, 2011).…
Liang, B. A., & Mackey, T. (2011). Quality and Safety in Medical Care: What Does the Future Hold?. Archives Of Pathology & Laboratory Medicine, 135(11), 1425-1431. doi:10.5858/arpa.2011-0154-OA…
Human Resource Professionals are continuously searching for fresh and innovative ideas to drive positive results through employee incentive, recognition and reward programs. There are many factors that contribute to the overall success of employee award and incentive programs. Some examples include commitment and support by senior management, clearly defined goals and objectives, effective promotion with quality consistent communications and the right incentive and reward…
required to operate PRP in any organisational role, worth the trouble? The research evidence is far from supportive. Looking at chief officers first, payments under simple bonus schemes are quite closely associated with firm performance. But of course, that is because in such senior roles, firm performance usually determines them. It is not evidence that bonuses cause or are necessary for superior performance. Ironically, there is now a strong trend towards complex bonus schemes, partly to incorporate more non-financial performance measures for a longer-term view. This move is motivated by the right principles, but complex bonus schemes are less sensitive to actual performance. Long-term incentive plans (LTIPs) don’t fare any better. There is evidence that their design is easily and regularly manipulated6 and that they handsomely reward average performance7. Executive share options (ESOs) might be expected to avoid all these problems. After all, they are surely very directly linked to the performance of CEOs and their top teams. Here, a different problem and interesting irony crops up. The more senior an executive, the more he or she is considered responsible for firm performance, having the remit to manipulate an extremely wide range of organisational variables. However, it is precisely the control over these variables that empowers executives – where they are so inclined – to make self-serving decisions at the cost of the company. We tend to forget, when granting share options (a ‘long-term’ incentive) that very often the executives receiving them will still be in control of the important levers when these options mature and tempted at that point to make short-term decisions to maximise personal rewards. It is often the dysfunctional behaviour that is delayed, as well as the reward. For example, the use of share buy-back schemes, which increase share prices (but not long-term shareholder return8), has increased in line…
Managers should be aware of employee needs and fine-tune the incentives offered to meets their needs.…
The use of monetary incentives is primarily based on reinforcement theory. This theory focuses on the correlation between a target behavior such as work performance and its consequences such as employee motivation and pay, and is premised on the techniques and principles of organizational behavior modification (Gregory 2011). Organizational behavior modification is a framework within which the behaviors of employees are recognized, measured, and evaluated with regard to their functional consequences, that is, existing reinforcements and where an intervention is designed using principles of reinforcement, rewarding performance with pay improves numerous management…
Most business environments are complex - with intensive competitive activity (including newcomers) and high stakeholder expectations.…
Business is becoming more and more challenging with each year that passes. Competition is fierce and new layers of complexity are constantly evolving. In order of organizations to be successful in meeting these challenges, they must hire, retain, and effectively motivate their human capital which is why having a thoughtful plan to do so is critical. The plan should be well defined, balanced, and allow for both intrinsic and extrinsic reward systems. A mixture of effective recognition programs (intrinsic), as well as pay for performance programs (extrinsic), makes sense since people are different and hence motivated by different things. Organizations are well to do in avoiding reward systems that are singularly centered towards driving revenue as it may disenfranchise employees who respond better to intrinsic rewards such as recognition and other forms of public/private praise.…
1. Virtual tryouts allow candidates to show off their real workplace problem solving abilities that may not be visible in a traditional business interview setting. The conventional method of interviewing candidates is both time consuming and expensive especially if the pool of candidates is large or turnover in that particular industry is high. Virtual assessments come at an initial cost but over time have shown to lead to lower costs in the hiring process. Candidates feel as though more is being assessed than their appearance and ability to interview. There are some drawbacks though. There is little excuse any more to not be proficient with the use of a computer, but these tryouts have the potential to eliminate good candidates that have little or no experience with computer simulations. Also, the virtual tryouts do not completely eliminate the need for traditional interviews and assessments. Managers must decide if the opportunity to find better candidates is worth the high initial cost of these tools.…
It is widely believed that companies and their shareholders suffer from poor performance unless the importance of incentives for executives – most notably through monetary and stock compensation – is realized (Jensen and Murphy 1990). The notion that the level and performance sensitivity of pay affects the quality of managers an organization can attract in a competitive labor market for executives seems, on the surface, uncontroversial. However, whether compensation policy is truly “one of the most important factors in an organization’s success” (p.139), as Jensen and Murphy (1990) assert needs further examination…