Question 11: Are You The HR Supervisor Responsible For Devel

Question 11you Are The Hr Supervisor Responsible For Developing The Co

Question 11you Are The Hr Supervisor Responsible For Developing The Co

Question 11 You are the HR Supervisor responsible for developing the company objectives that will be listed in the new benefits package. What needs to be considered when selecting employee benefits? Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.

Question 12 List and explain the advantages and disadvantages of incentive pay, and describe how companies can overcome the disadvantages. Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.

Question 13 Give a brief description of the 5 types of individual performance pay, and recommend which type of job would benefit by using which type of performance pay. Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Course Textbook Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management (4th ed.). Chicago, IL: McGraw-Hill.

Paper For Above instruction

Developing Employee Benefits and Performance Incentives in HR Management

Effective human resource management involves carefully selecting employee benefits and performance incentive schemes that align with organizational objectives and employee needs. When developing a benefits package, HR supervisors must consider various factors such as the company's financial capacity, employee preferences, legal compliance, and competitiveness within the industry. According to Noe et al. (2011), benefits should promote employee well-being, attract talent, and support retention. Furthermore, benefits should be equitable and inclusive to cater to diverse employee demographics, which fosters a positive organizational culture. Balancing cost considerations with employee satisfaction ensures sustainability and effectiveness of the benefits program (Noe et al., 2011).

Incentive pay has both advantages and disadvantages that influence organizational performance. Advantages include motivating employees to improve productivity, aligning individual goals with company objectives, and rewarding high performance, which can increase employee engagement (Noe et al., 2011). Disadvantages, however, include potential increased costs, risk of encouraging unethical behavior, and possible demotivation if incentives are perceived as unfair or unattainable. To mitigate these disadvantages, companies can implement transparent criteria, ensure equitable reward distribution, and incorporate non-monetary incentives. Regular evaluation of incentive schemes helps to adapt them to changing organizational needs and maintain fairness (Noe et al., 2011).

There are five types of individual performance pay: piece-rate pay, merit-based pay, bonuses, commissions, and skill-based pay. Piece-rate pay compensates employees based on output and is suitable for manufacturing roles where productivity is measurable. Merit-based pay is awarded based on performance appraisals and benefits professional roles requiring high skill levels. Bonuses serve as rewards for achieving specific targets, often used in sales positions. Commissions are typically used in sales jobs, directly linking pay to sales volume. Skill-based pay rewards employees for acquiring new skills and is effective for roles requiring versatility, such as technical and specialized positions (Noe et al., 2011). Selecting appropriate performance pay depends on task measurability, role complexity, and organizational goals, with job-specific strategies enhancing motivation and productivity.

References

• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management (4th ed.). Chicago, IL: McGraw-Hill.