Analysis Of Marshall Gordon Designing An Effective Compensation System

Essay from the year 2015 in the subject Politics - International Politics - Environmental Policy, grade: 1, Vienna University of Technology, language: English, abstract: Solution to a Harvard Business School Case Study: How to design an effective compensation system? This term paper is an analysis of the Case Study "Marshall & Gordon: Designing an Effective Compensation System (A)" by HEIDI K. GARDNER and KERRY HERMAN. Putting myself in the shoes of Kelly Browne, CEO of the PR agency Marshall & Gordon, I believe it is nearly impossible to design something like the „ideal compensation policy“ fitting everyone’s needs. However, I know that there are several recommended guidelines with fundamental properties for compensation systems that should be taken into serious consideration by executives while creating such systems. A compensation system should consist of: a statement of overall objectives, the relative importance of compensation, general performance measures, competitive reference points, competitive positioning, internal equity and consistency, communication and involvement of employees, and governance. As for the category of „involvement of employees“, Herzberg’s motivation theory stipulates that factors such as recognition, achievement, increased responsibility and opportunities to learn (within the company) are extremely important factors for employees, besides payments and benefits. In the following case study I will attempt to analyse the current incentive system with respect to the given questions using numerous quotations.

Federal Government agencies are moving to better align pay with performance & create organizational cultures that emphasize performance rather than tenure. However, agencies must invest time, money, & effort in the design of their pay for performance compensation systems in order to succeed. To help agencies understand the critical prerequisites to success & key decision points, a review was conducted of professional & academic writings on the topic of pay for performance. This user-friendly guide summarizes the research findings. Contents: a summary of pay for performance; benefits & risks associated with pay for performance; pay for performance decision points; conclusions & recommendations; & bibliography. Illustrations.

Research Paper (undergraduate) from the year 2005 in the subject Business economics - Personnel and Organisation, grade: 5, University of Cooperative Education Mannheim (International Business Administration), course: Leadership, 4 entries in the bibliography, language: English, abstract: This essay deals with the reward management of companies. Compensation and remuneration are important issues in human resource management. In the following chapters, we will describe the reward management in detail in order to give a basic understanding about this topic. First, the different levels of remuneration are presented which is a necessary background information. Furthermore we would like to concentrate on the practical work in the human resource department. We will describe how the operational tasks in compensation management are separated between the staff and how these tasks changed in the last decades due to changes in the business environment. In the following part we will name and explain more in detail important factors which influence the compensation and rewarding strategy. We add a short excursus concerning legal minimum wages. This topic is one significant force to control and manipulate the strategic decisions in the reward and compensation strategy. Moreover we will focus on performance related payment systems. This issue became more and more important in the last year and there are many employees who argue against such a system. We will explain it and afterwards we would like to name some arguments which are against this kind of a structure. Finally we will present a practical example of compensation management. We have chosen the global-acting company BASF because we could organise some background information and we think that this company uses some of the strategic tools we described in their compensation management. Not every company is willing to show their strategies to the public because they think that their competitors will profit from this knowle

This book aims to conceptualise the implementation of building information modelling (BIM) in the workplace health and safety (WHS) management of construction projects to reduce occupational accidents. The safety performance of the construction industry has always been a concern across the globe, and this devastating reputation has drawn the concern of many nations. The potential functions of BIM can drastically alter the WHS practices of the construction industry. BIM facilitates WHS information exchange and management and supports better collaboration and project planning through virtual visualisation of the construction WHS management process. Despite an increasing interest in BIM, a successful mechanism for employing BIM in construction WHS management is absent. Therefore, this book aims to fill this dearth by presenting a model for the integration of such innovative interventions with the current industry practices in a practical manner through the proper identification of effective areas and evaluation of their impacts on the key criteria of construction projects and organisations. This approach will foster the implementation of BIM in the current state of WHS management in the industry and can potentially reduce occupational accidents on construction sites. This book is essential reading for researchers and professionals interested in how BIM technology can improve health and safety on construction projects. It is intended for engineers, project managers, construction managers, safety officers and safety managers.

Lists citations with abstracts for aerospace related reports obtained from world wide sources and announces documents that have recently been entered into the NASA Scientific and Technical Information Database.