Business Research Essay example

The provision and use of personal protective equipment could include using gloves, glasses, earmuffs, aprons, safety footwear, dust masks.

Confidentiality at workplace is important because it shows that there is trust between yourself and your colleagues. At the beginning of your employment you will sign a contract of confidentiality to make sure what is said in the office doesn’t leave the office. Also it is part of the database protection act. The benefits of confidentiality are that you know whatever is said within the office environment treated with the strictest confidence and also it means you are able to have a level of trust within the office and also with your colleague.

Weyerhaeuser uses a pay for performance system and utilizes a performance management process (PMP) to evaluate employee’s annual performance and that performance rating is used in calculating the individual’s merit pay increase. Over the years, Weyerhaeuser’s pay for performance compensation strategy has undergone several changes and improvements. The company utilizes merit increases where an individual’s yearly increase is based on how well they have performed against objectives. Performance management is directly tied to compensation in a pay for performance system and is based on how well an individual performs during the year against specific, measurable goals is tied to how much they will receive in a merit pay system. According to Milkovich, Newman and Gerhart (2014, p. 337), ‘a merit pay system links increases in base pay (called merit increases) to how highly employees are rated on a performance evaluation.” How well your merit pay system works and is seen by the employees as effective, fair, and a tool to increase motivation and retention is based on how well performance is actually measured and the ability to quantify performance. Though there are challenges with the merit pay system, Heathfield (n.d., par. 9) shares, “even with the limitations that exist in the awarding of merit pay, merit pay is your best opportunity to ensure that your outstanding performers remain with your company and continue to make their

In this assignment I will be explaining the reasons for selecting the particular method of data collection for a selected product/service.

Before I provide some insight to the individual I interviewed, I want to mention that I work as a Business Analyst for an automotive software company called Tail Light. We provide various desktop and mobile applications and an On-Board Diagnostic (OBD) device to automobiles. Our users range from personally at dealerships to the consumer who is purchasing the vehicle. Our DevOps team consist of four individuals who provide expertise in various aspects of our technology and we attempt to bridge the gap between legacy and new products. Our IT personnel is a unique bunch of gentlemen. They laugh at our expense as we, being the user, make the network the most vulnerable. Their area is filled with comic cut-outs of Dilbert and funny innuendoes

As manufacturers of high precision electronic test equipment, ABC Electronic Test Equipment is in a highly competitive industry that is always looking for the most highly qualified and skilled employees. Edward Lawler of the Center for Effective Organizations at the University of Southern California, the author of many books on compensation, believes that “employees value themselves in relation to the market place and if a competitor were to offer higher pay it is likely that employee will change companies” (Wilson, 2003). As we look towards the future this has

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

The company’s compensation programs are result oriented market focused and flexible. Pay for Performance is one of the key compensation program, which includes various pay, benefits and special programs offered by the company.

Describe the difference between fairness and equity when considering how to plan for a compensation system.

Essay Question 2: In reviewing the last five years, describe a situation in which you felt particularly effective as a member of team. (Limit 500 words)

Prior to your departure to India, I hope you will my findings informative on India's business etiquette, specifically as a female. India is a conglomerate of old and new traditions from the West and East. It is important to have an understanding of its vibrant culture and avoid generic conclusions on conducting business there. Factors such as regionalism, industry, and people are all to be taken into account when doing business in India. As such, it may be required to modify one's behavior, etiquette, and approach depending on whom you are working with.

The purpose of this report is to use the compensation system we previously developed in Phases I and II to pay people, develop plans that reward performance, add benefits into the mix, and evaluate these results. First we will look at performance-based-pay as a policy for recognizing employee contributions. Performance-based-pay is a pay plan that varies with some measure of individual or organizational performance, such as merit pay, lump-sum bonus plans, skill-based pay, incentive plans, variable pay plans, risk sharing, and success sharing. It is basically a pay plan that moves away from the traditional base pay and across-the-board increases, and

Individual Equity is focused by the strategic criteria which is associated with the strengthening of performance. A short term incentive like share in the profits, costs, sales ROI, ROA can be used to evaluate the performance of the employees, who can kept engaged and committed to the company by these methods of rewarding them for their commitment. An organization therefore, has to design a compensation system which rewards its employees for their efforts if it decides to see the ROI for its most valuable asset (Henderson, 2006.). It also has to keep changing these indicators from year to year, which also would work as an incentive to better performance on the part of the employees (Henderson, 2006).

Hence, the performance management pay system is a good way to motivate and encourage employees to perform better in their job in order to get paid, especially the workers who have low commitment towards the organization. From the perspective of an employee, the compensation which provided by the company is a return in an exchange between their employer and themselves (Milkovich, Newman, & Gerhart, 2014). The employees perform well in their job as a return of the salary they get. Besides, the employees stay in the organization when they are motivated in completing their jobs. This is a good way to retain the employees from resignation. Hence, the pay system used by the Company D is better than the another three companies which provide pay for performance of achieving objectives, various criteria and progress against targets

It also recognizes that the company can get maximum output from the employees by ensuring they are always motivated and have the best working environment. One way of achieving that is through ensuring that employees have a good organizational compensation and benefits policy. A research on the company reveals that the management of the company has put up several organizational compensation and benefits for their employees.