What Is Person Focused Pay

During a traditional service review, have you ever feel that people weren’t listened to, weren’t involved in the process or didn’t feel part of it? A Person-Centred Review is a different way of doing things, that puts the person at the heart of the review.

Each employee will be paid based on their capabilities rather than on the characteristics of their job. This will provide an incentive for employees to develop their skills and move into other roles.

Hence, person focused pay systems typically have higher average hourly wages than traditional pay systems. Since skill-based pay systems give everyone the opportunity to learn multiple skills, a large investment is made in training and, of course, training is costly in terms of paying trainers and losing production time. Furthermore, the more serious problem is that when individuals are constantly learning new jobs, production losses and problems result because inexperienced people are performing the work. Because employees are always trying to leam new skills under this kind of pay system,

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations.

Incentive pay, also known as "pay for performance" is generally given for specific performance results rather than simply for time worked. While incentives are not the answer to all personnel challenges, they can do much to increase worker performance. (Billikopf) Performance pay has various names: merit pay, pay for performance, knowledge-and-skill- based pay, or individual or group incentive pay. (Delisio)

When planning for the future the student’s personal goals should be kept in mind. Doing so allows teachers to establish person centered planning to be the most effective for the student. Person centered planning encourages self-determination because the student is motivated to accomplish his/her goals. Peer relationships are a very important part of life. It is important that we as special educators keep all of these factors in mind when planning lessons for students with severe disabilities.

In addition, there are multiple benefits to the employees that undergo proper training with their workplace. The first are intrinsic benefits which are when employees result in having better knowledge and more developed skills which improve their work overall (Saks & Hacooun, 2015, p.10). Next are extrinsic benefits which include being rewarded by the organization for having a higher degree of knowledge and abilities and applying them to their work. This can also result in more job security and more opportunities for promotions (Saks & Hacooun, 2015, p.10).

The system allows organizations to create results by rewarding the employees who are responsible of making them happen. By rewarding employees who are high performers and coaching low performers to improve their performance can help improve the overall productivity of the company; However, the improvement will not last long. Not every employee finds a long-term motivation by a pay increase. Some employees are motivated by being recognized by their peers, others by having the same beliefs as the company, or by simply feeling like they are making a positive difference among their community. According to Kohn (1993), “Just because too little money can irritate and demotivate does not mean that more and more money will bring about increased satisfaction, much less increased motivation” (para 15), which is why it is important to seek different strategies to motivate employees. A way companies could sustain its’ culture by having employees who have similar core values. Creating a culture where employees look forward to spending the day at their job and making a difference, instead of feeling like their job is an obligation is a goal. Placing values on employees decreases turn-over and increases employee’s satisfaction with the job. Another way that

This would not only be advantageous for the employer but also the employee since it would result in higher wages. Due to this, the worker’s level of motivation and drive to do better would escalate leading to overall productivity of the organization (Salimath and Jones, 2011, p.88).

Person-focused pay system is define as rewarding employees for achieving and gaining skills, knowledge, and competencies that are related to their job versus paying them based on their job performance (Marocchio, 2013). There are primarily two types of person-focused pay system programs; they are pay for knowledge and skill based pay. The pay for knowledge program rewards managers, service, and professional workers for learning skills that are related to their position; for example, someone working in human resource field and acquires the human resource’s certification can get an increase in salary because the obtain additional learning. The skills based pay program normally is used for employees who do physical and manual labor work; this

Person focused pay plans generally reward employees for acquiring job-related competencies, knowledge, or skills rather than for demonstrating successful job performance. Person focused pay is a great system for Orchard Vali and other golf courses. Competency also plays a great role at Orchard Vali. There are many reasons to adopt person focused pay systems. There are also a variety of person focused pay systems. But with any business, there are always advantages and disadvantages of person focused pay programs.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.