person-based-pay vs. job-based-pay

Advantages Person-Based-Pay According Dierdroff and Surface (2008), organizations or companies that adopt this method can encourage and promote a work environment that is more flexible. This is because the approach to Person-based-pay, organizations or companies to provide payment of wages or salary for someone to learn more skills and encourage them to improve. When workers can improve performance in a variety of tasks, the company will benefit from increased productivity. Employees will feel obliged to perform a variety of tasks. This is because they will be paid in accordance with the knowledge, the skills they possess. Positive impact to the organization if it can reduce the number of positions in the same or different. This is because they have highly skilled workers who can perform a variety of tasks. Environmental workers will be more flexible. Hareiki bureaucratic hurdles in the organization can be eliminated. Employees who pursue an increase in wages will be more motivated by achievement. The workers will not easily satisfied with the current wage rate. They will set a goal to learn any new knowledge and skills are required. They will be more focused professional development to pursue a more lucrative salary. The Company shall ensure that each employee who excelled rewarded accordingly. Increased employee satisfaction will encourage increased commitment in discharging its duties and responsibilities. Employees will feel that they are always evaluated by the employer. This will encourage them to continuously improve performance. Jon-Based-Pay Job-Based-Pay is a compensation structure that has long been used by organizationi. Rates of wages have been fixed to a post in the organization. Of course there is a difference between a position in the organization. Positions established through job analysis to establish whether contained in the job description and job specification. In the job description will determine whether the details of the duties and

References: Dierdorff, E.C. and Surface, E.A. (2008), If you pay for skills, will they learn Skill change and maintenance under a skill-based pay system, Journal of Management, Vol. 34, pp. 721-43. Murray, B. and Gerhart, B. (1998), An empirical analysis of a skill-based pay program and plant performance outcomes, Academy of Management Journal, Vol. 41, pp. 68-78. Milkovich, G.T. and Newman, J.M. (2008), Compensation, McGraw Hill-Irwin, New York, NY. Dulebohn, J.H. and Werling, S.E. (2007), Compensation research past, present, and future, Human Resource Management Review, Vol. 17, pp. 191-207. PAGE MERGEFORMAT 1 Person-Based-Pay Vs. Job-Based-Pay BSMH 5013 Human Resource Management Y, dXiJ(x( I_TS 1EZBmU/xYy5g/GMGeD3Vqq8K)fw9 xrxwrTZaGy8IjbRcXI u3KGnD1NIBs RuKV.ELM2fi V vlu8zH (W )6-rCSj id DAIqbJx6kASht(QpmcaSlXP1Mh9MVdDAaVBfJP8 AVf 6Q