The Person Focused Pay System
Employees tend to lean towards or have better like and understanding with the person focused-pay system for the following reasons. The person focused pay plan deal with deals with the employer rewarding employees for having the ability to pick up other job skills rather than having the ability to display a certain type of job performance (Martocchio, 2013). First, the employer can look at ways to provide employees with both job enrichment and job security. Job enrichment has a very powerful impact on people and can influence the organization and also the citizenship behavior (Mousavi, 2013). Job enrichment refers to a job design approach and also deals with the motivating and work environments. Companies have the ability to enrich jobs
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This may include task identity; autonomy, skill variety and other feedback from the employee successful organizations that really enjoy the ability for employees that go the extra mile for employees that give their time and energy to insure that they will succeed at a particular job or project (Mousavi, 2013). When the employees have the benefit to see that the better the job security is for the employees, they will be able to grasp that employees are best represented by person-focused pay program that will create a better worker. When there are slow times at the job and lay off is an option for the company, employees that have been trained on multiple jobs that draw on skills they will be saved through personal pay programs. Many employers like the person- focused pay systems because, when the programs are designed and implemented the right way, the programs can lead to enhanced job performance. This will also lead to the reduction of staff and great flexibility. Employers who have the ability and mindset to participate in a person-focused pay program appear to produce a better product because they have more training about the entire process and will be able to help with shortcuts that increase productivity ( Martocchio, 2013).
Martocchio, J. (2013). Strategic Compensation. A Human Resource Approach https://www.betheluniversityonline.net/mba/default.aspx?SectionID=2249&tabid=155#1
Mousavi Davoudi, S. M. (2013). Impact: Job Enrichment in Organizational Citizenship Behaviour. SCMS Journal Of Indian Management, 10(2),
This may include task identity; autonomy, skill variety and other feedback from the employee successful organizations that really enjoy the ability for employees that go the extra mile for employees that give their time and energy to insure that they will succeed at a particular job or project (Mousavi, 2013). When the employees have the benefit to see that the better the job security is for the employees, they will be able to grasp that employees are best represented by person-focused pay program that will create a better worker. When there are slow times at the job and lay off is an option for the company, employees that have been trained on multiple jobs that draw on skills they will be saved through personal pay programs. Many employers like the person- focused pay systems because, when the programs are designed and implemented the right way, the programs can lead to enhanced job performance. This will also lead to the reduction of staff and great flexibility. Employers who have the ability and mindset to participate in a person-focused pay program appear to produce a better product because they have more training about the entire process and will be able to help with shortcuts that increase productivity ( Martocchio, 2013).
Martocchio, J. (2013). Strategic Compensation. A Human Resource Approach https://www.betheluniversityonline.net/mba/default.aspx?SectionID=2249&tabid=155#1
Mousavi Davoudi, S. M. (2013). Impact: Job Enrichment in Organizational Citizenship Behaviour. SCMS Journal Of Indian Management, 10(2),