Allocating Merit Raises Case Study

Upon reading the case study on allocating the merit raises among the professors at Small State University, I have decided to use the attribute approach. The attribute approach is defined by Human Resource Management: Gaining a Competitive Advantage as: “ Focusing on the extent to which individuals have certain attributes (characteristics or traits) believed desirable for the company’s success. The techniques that use this approach define a set of traits-such as initiative, leadership, and competitiveness- and evaluate individuals on them.” (Noe, Hollenbeck, Gerhart, & Wright, 2013 pps.354-5) Based on the definition provided the attributes or traits that were most desirable by the University were teaching, research, and service.
If the employees ops to stay in their current position that are fully aware they that they are still expected to meet and exceed job responsibilities although their merit award will decrease*

Merit Awards
Professor Houseman- Based on the new policy and their performance review, this professor is eligible for a merit award. The professor has not reached the salary cap for a professor’s salary. On the graphic scale the professor’s average was a 3.66, which will be rounded up to a 4. The merit for this professor will be calculated as such:
$92,000(current salary) X 4% (Merit award) = $95,680
Merit Award Dollar Amount: $3,680
Professor Jones- This professor stepped down from a previous position that was of a higher grade and salary than that of a professor. The professor did acquire a grant and that was taken into consideration during their performance. However, due to this professor already reaching the salary cap for a professor instead of receiving a 4% increase (professor’s average performance score was a 4), due to the new policy this professor will receive a merit of 0.5% added to their current
The salaries of the professors currently at Small State University will not be balanced. Changing the way merit awards are giving will allow for professors who currently have not reach the salary cap to earn more than their counterparts and catch up to their salaries. Also by not awarding the new employee a merit four months after starting the position, it sends the message that the employees have to ultimate “ show and prove.” The University should not award that professor when they have yet meet the teaching and research criteria that the university measures. Also moving forward when hiring professors, the university should reward salary based on the new pay scale and ensure not award employees too close to the maximum point. Instead new hires should receive salaries between the minimum and midpoint range, to allow for them work up to higher salary levels based on their performance. Supervisors of the professors should speak to all employees about job advancements for those who are interested in moving up within the University and also would like to receive higher compensation. For the professors who stepped down from their position, they need to continue to exceed in the teaching and research measurement, if they do not met standards they should not receive any raises that year due to them already being paid more than many