Total Awards Research Paper

Pages: 4 (1293 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: Master's  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
Each can be seen as a slice of the overall pie in relation to compensation, development, and most especially retention and position in the marketplace.

The Financial View -- What are the costs associated with compensation? What types of risks does the organization face? What are the current limitations to the program in place?

The Environmental View -- What is the current technological, managerial, and even communications environment within the organization? Is the organization poised for innovation and development?

The Competitive Market View -- In relation to the competition, how does the organization value its resources (Human) within the overall marketplace? What is the total compensation value as compared to the competition, and how is the organization perceived?

The Employee View -- In general, what are the employees' needs, wants, values -- what is their current satisfaction with compensation? With management? With the organization? How large a factor are certain items of compensation (wages vs. benefits vs. development, etc.) within the rubric of the organization?

The Workforce View -- What are the demographics and psychographics currently? What is the perceived change? How might a rewards program contribute to that change?

And the Employer View -- What are the organization's strategic objectives? What is the current overall organizational philosophy? What requirements are there for current rewards and how might this change? What behaviors does the organization want/need in order to revamp the rewards package?Download full Download Microsoft Word File
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Research Paper on Total Awards Overview- There Are Assignment

This process is not difficult for an organization, but does require the honest collection and evaluation of information in a logical, six-step format. 1) Analyze and Assess needs with a clear and cogent understanding of the current situation; 2) Using the organization's mission and strategy, design a rewards package that fits the overall philosophical bent of the organization; 3) Develop a plan based on purpose and objectives with measurable goals and structure within an agreed upon timeline; 4) Implement the program as a pilot study with a focused team to monitor; 5) Communicate the plan effectively to employees while considering the audience; be honest and open; 6) Evaluate and revise based on individuated results (Manas and Graham, 2003).

Describe the eight steps in the communication Process - Anytime a new project or objective is released to an organization, it is important to have a cogent communication plan. One approach relies on an eight-step program that will effectively communicate, relate, and then finally evaluate the new program or service:

Step 1 -- Analyze the situation -- identify changes necessary in compensation, benefits, and experience. Who, What, When, Where, Why, and How are the operative questions.

Step 2 -- Define the Objectives -- Using a SWOT (Strengths, Weaknesses, Opportunities, and Threats) or SMAART (Specific, Measurable, Attainable, Audience Specific, Relevant, and Tied to Business) approach, ensure each objective is tied to real needs.

Step 3 -- Research -- understand the audience; questionnaires or focus groups that allow messages to be tailored to their needs will increase understanding and credibility.

Step 4 -- Determine key points and messages and focus on them -- fit the message, tie to strategy, make it relevant.

Step 5- Decision points -- what are the channels and types of communications needed, what levels need what forms -- design specifics.

Step 6 -- How to communicate -- Collateral materials, presentations, who will develop and communicate the message?

Step 7 -- Implementation -- who needs to know what and when, build interest, launch effective communication through seminar, group meetings, collateral, email, etc. Messages are only appropriate if they are heard and understood.

Step 8 -- Evaluate the campaign, obtain feedback, look for ways to improve (WorldatWork).

REFERENCES

Glass, A. (2007). Understanding generational differences for competitive success.

Industrial and Commercial Training, 39 (2): 98 -- 103.

Jackson, S., Schuler, R., Wener, S. (2006). Managing Human Resources. Mason, OH: Cenage.

Manas, T. And… [END OF PREVIEW] . . . READ MORE

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