| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "COMPENSATION BENEFITS INDUSTRY": |
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Compensation and Benefits in the IT Industry, 2006.
A research paper that attempts to identify the optimum compensation and benefit packages for workers in IT departments.
4,528 words (approx. 18.1 pages), 32 sources, MLA, $ 118.95
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Abstract
This paper critically analysis some of the issues and concerns of the compensation and the benefit models used in the IT industry. Many similarities as well as differences are observed based on the job scope, the nature of the core business and the location of the business. The effort of this study is to ensure that the best possible model is introduced.
Table of Contents
Introduction
Discussion
The Pay Model
Strategic Perspectives
Internal Alignment
Job Analysis and Evaluation
Person-Based Structures
Competitiveness and Pay
Pay for Performance and Performance Appraisals
Benefits Determination and Benefit Options
Extending the Compensation System - Special Groups
Managing the System - Government & Legal Issues
Conclusion
From the Paper
"IT encompasses design, installation and maintenance of computer hardware, software, and a forum for collection, processing, storage, presentation, archiving and retrieval of information. The concepts of processing information collected using all the capabilities of a computer (hardware, software, databases and storage technology) and the networks linking the components of computers together to share information as and when needed is referred to as Information Technology. It is clear therefore, that IT industry employs individuals within a wide range of job scopes. As a consequence, the motivating factors that are required differ considerably. Compensation and benefits are an important factor in the motivational theory models used in organization."
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Compensation and Benefits, 2005.
An analysis of Gary Roberts article on compensation and benefits.
900 words (approx. 3.6 pages), 0 sources, $ 35.95
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Abstract
This paper discusses an article by Gary Roberts that is related to benefits and compensation called "An Examination of Employee Benefits Cost Control Strategies in New Jersey Local Governments". The paper explores how New Jersey local governments are reducing benefit costs to their organizations largely through structural displacement strategies that reduce the number of overall employees as well as the number of overall full-time employees.
From the Paper
"With the spread of globalization and increasing cost competitive strategies of companies in all industries, controlling the costs associated with operations is a concern for every organization from public to private, profit to non-profit. Usually, the very first method that organizations seek to control costs is with the largest expense associated with staying in business: employee related costs. These include performance, productivity, compensation, and benefit related expenses. In a recent article examining the cost controlling strategies of governmental bodies in New Jersey, Roberts takes a candid look at the nature of these cost control methods as they relate to compensation and benefits visa-vis the employees (2001). Roberts begins by framing the importance of this issue in understanding how these cost structures have expanded over time to become such a large drain on an organization's resources: "The percentage of compensation expenditures devoted to benefits grew from three percent in 1929 to ..."
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Compensation and Benefits, 2004.
Examines the major benefit and compensation plans in the United States.
900 words (approx. 3.6 pages), 3 sources, MLA, $ 31.95
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Abstract
This paper examines the major benefit and compensation plans in the United States. It includes a discussion of health care, stock options, and other benefits. It discusses compensation including hourly wages, salaries and commissions.
From the Paper
"A comprehensive benefit program for employees of a company would include all of the following elements: A choice of health care options for employees and their family members. This would include access to one or more Health Maintenance or Preferred Provider Organization programs; An option under which an employee that opted out of the company's health care program would be given a monthly cash incentive instead; A dental care program for the employee and family members..."
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Compensation and Benefits Management, 1999.
Types, effectiveness, examples and effects on employees.
1,350 words (approx. 5.4 pages), 11 sources, $ 47.95
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From the Paper
"COMPENSATION & BENEFITS MANAGEMENT: ISSUES ASSOCIATED WITH AND EXAMPLES OF SUCCESSFUL & UNSUCCESSFUL APPLICATIONS
Gupta and Shaw (1998) are among the latest of that group of human resources management theorists, experts, and commentators to contend that money is the strongest motivator in relation to obtaining desired levels of organizational performance and commitment. They contend that human resource managers should ?design incentive schemes based on the premise that money is an effective and highly potent motivator. Used wisely, money as an incentive can result in substantial benefits? (Gupta & Shaw, 1998, p. 30). This contention is based on the attribution of two primary characteristics of money that motivate people. First, money provides people with the ability to acquire material benefits, and second, money ?represents status and ..."
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Total Compensation Methods, 2007.
An examination of the impact of various compensation methods and benefit programs on employees and organizations.
1,713 words (approx. 6.9 pages), 5 sources, MLA, $ 55.95
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Abstract
This paper discusses and describes various compensation methods used in businesses. It analyzes the impact of these compensation methods and benefit programs on employees and organizations. The paper then provides details on salary and benefit administration strategies in relation to organizational culture and performance of an organization.
Table of Contents:
Abstract
Total Compensation Methods
Incentive Pay
Piecework Rates
Differential Piecework Rates
Standard Hour Plan
Merit Pay, Sales Commissions, and Gain Sharing
Benefits
Insurance Benefits Offered by Employers
Retirement Plans
Conclusion
From the Paper
"Will an individual retire from his or her current organization? Today longevity with just one company has changed tremendously from the past. Many individuals' jobs are outsourced, the individual is laid-off, or the company is closing all together. Many individuals are concerned if they will save enough money to retire. Employers are not required to offer retirement programs to employees but many do. Retirement plans may be noncontributory or contributory. Noncontributory define plans funded by the employer where contributory defines plans funded by the employee as well as the employer (Noe et al, 2003 p.16). Most companies today offer contributory plans as an incentive to attract talent to the organization and retain employees."
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CEO Compensation, 2004.
A paper which argues that CEOs receive excessively high compensation benefits in the current job market.
812 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
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Abstract
This paper argues that CEO compensation does not seem to be justified by performance. It further claims that there are many moral issues, like principles of equality and democracy that are violated by exorbitant CEO compensation. It states that, ultimately, a change in CEO compensation structure may help solve some of these issues.
From the Paper
"Perhaps one solution to this issue would be to tie CEO compensation to the compensation of employees in a corporation. For example, a CEOs salary would be set at a given amount (let's say 50X) the amount of that of an average worker in the corporation. The CEO could never exceed this 50X amount in base salary. Further, the amount of stock and stock options that the CEO owns could be tied to the amount that is owned by employees. If employees own .1% of stock on average, per employee, then the CEO could not own more than 50X that amount, or 5% of company stock. While this system still allows for generous CEO compensation, it manages to tie CEO compensation to that seen by average employees, and would prevent clearly exorbitant salaries like those of 531 times of the average employee."
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The Pay Benefits of Jollibee Foods Corp. Inc., 2002.
This paper discusses the compensation benefits of Jollibee Foods Corp. Inc. as perceived by its regular employees.
2,370 words (approx. 9.5 pages), 3 sources, MLA, $ 72.95
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Abstract
This paper discusses how the Jollibee Foods Corporation, Inc. became the number one fast food chain restaurant in the Philippines. Although there are many factors involved in Jollibee Foods Corporation's success, the author here looks at one particular contributor, the pay scale of its employees. The paper is a research study which surveyed the employees.
Contents:
Compensation
Theoretical Framework
Conceptual Framework
Statement of the Problem
Objectives of the Study
Significance of the Study
Hypothesis
Scope and Delimitation of the Study
Assumptions
Foreign Literature
Local Literature
Methodology
Data Gathering Instrument Procedure
Definition of Terms
Related Studies
History
Bibliography
From the Paper
"Compensation is perhaps the most confidential element of employment and yet the most important factor. In fact, it is the first thing that most applicants are eager to know but are afraid to ask. While it is true that many of those who had been in the good positions become honestly frank about inquiring about their prospective salary, neophytes would be shy to discuss their salaries with strangers. This is so because the former feels greater self-esteem when the salary is high or properly commensurate, while the latter, if underpaid, feels a very low self-esteem."
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Workers Compensation Rehabilitation, 2002.
Cites the history of workers compensation in the United States and why it was created.
2,633 words (approx. 10.5 pages), 10 sources, APA, $ 79.95
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Abstract
Explains the United States system of workers compensation, the process of workers compensation that existed prior to the current system, the criteria that must be met by an employee before he can make a claim for workers compensation, and the benefits now offered by the system. Also discussed are some of the problems of the current workers compensation system.
From the Paper
"For example, typical legal language states that in order for an injury to be covered, the harm suffered by the employee must have been caused by an "accidental personal injury arising out of and in the course of employment." Those few words, in this example from the Maryland Worker?s Compensation law, are the subject of many court decisions and interpretations. Not all injuries are covered by a Workers' Compensation Law even if the injury happened "on the job." Just because a person is hurt "while working," "on the job" or "at work" may not be enough for the insurance to apply."
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Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
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Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
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Managing Employee Benefits, 2006.
A review of employee benefits offered to people working in the U.S. and the advantages of offering them to employees.
5,248 words (approx. 21.0 pages), 7 sources, MLA, $ 130.95
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Abstract
The paper reviews the various types of benefits available to people working in United States. The paper reviews the mandatory and voluntary benefits, pension plans, contributions payable and benefits available to employees. It also discusses the advantage of offering an attractive employee benefit package and its role in employee satisfaction and job retention.
Table of Contents:
Abstract
Summary
Introduction
Mandatory Benefits
Voluntary Benefits
Health Care Plans
Other Benefits
Benefit Management Software
Conclusions
From the Paper
"The mandatory benefit contributions are unavoidable for both employers and employees. The social security, unemployment insurance and worker compensations have helped the nation provide a basic social security umbrella for its citizens. Even now the unemployed and others who do not have a minimum health and social security cover are estimated to be as many as 40 millions."
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Excessive CEO Compensation, 2008.
This paper provides an ethical analysis of excessive CEO compensation.
1,728 words (approx. 6.9 pages), 4 sources, MLA, $ 55.95
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Abstract
In this article, the writer looks at the ethical elements of the discussion regarding bonuses and compensation for the CEO of an organization. The writer maintains that it is ethical for CEO's to receive large compensation packages, but only if it is inclusive of benefits for all stakeholders, not at the expense of them. The writer notes that the best way to do this is through long-term compensation packages that focus on long-term commitment and vision. The writer discusses that these packages must also focus on long-term profitability and growth for the organization, job security for employees, and return on investment for shareholders and other investors. The writer concludes that ultimately, CEO compensation should realistically follow measurable performance that benefits all stakeholders, not just a few.
From the Paper
"The argument designating increasing CEO pay and decreasing shareholder value as unethical is an easy one to make. There is, however, a case to be made on the other side of the issue. Some argue that increasing CEO compensation is a simple matter of supply and demand and is driven by market forces. Others argue that the transition costs of replacing a CEO could be considerably more than the bonuses they receive. Yet another argument is that market fluctuations are inevitable and increasing bonuses are needed to retain top talent and that the investment will pay off over time. Eamonn Walsh goes as far to say that some CEO's are actually underpaid when comparing CEO compensation to stock value. It should be noted that this article focuses on the European market were CEO compensation is generally lower than in the United States. Research has shown that organizations in which their CEO's are compensated in the top 10% have an 80% percent chance of their stock outperforming their peers. Of this group the gains in market capitalization far exceeded the CEO compensation package about 80 percent of the time. On the other hand, organizations offering the lowest compensation had only a 50-50 chance of outperforming their peers."
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Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
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Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
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Business Compensation Strategies, 2008.
A discussion on compensation strategies within business organizations.
1,952 words (approx. 7.8 pages), 10 sources, APA, $ 62.95
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Abstract
This paper examines compensation strategies and packages in the contemporary human resources strategy within business organizations. The aspect of compensation as it relates to performance and performance metric is also discussed. This discussion is followed up with some observations regarding executive compensation strategies and the conclusion is made that compensation strategies are a vital component of an organization's overall corporate strategy.
Outline:
Abstract
Overview
Industry Applications
Pay & Performance
Executive Compensation Issues
Conclusion
From the Paper
"Human resources (HR) management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "
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The Benefits of Gambling, 2002.
This paper outlines the benefits of responsible gambling and concludes that these benefits outweigh the drawbacks.
770 words (approx. 3.1 pages), 4 sources, MLA, $ 27.95
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Abstract
This paper addresses the benefits of responsible gambling. These benefits include generation of revenue for state governments and local communities, relief in economically recessed communities, and as a form of entertainment. The paper also includes a history of gambling and explains how it is a social activity. The paper disproves that it is an addiction similar to a drug addiction and shows how the problems of gambling are overstated.
From the Paper
" ?Play not for gain, but sport; who plays for more than he can lose with pleasure stakes his heart.? This quote by George Herbert defines the limits of gambling responsibly. Gambling, throughout history, has been viewed as immoral due to its supposedly addictive nature. Despite this immorality, gambling has proven to be an effective way to raise funds for deserving causes. Responsible gambling offers advantages, which outweigh its socially undesirable nature. These advantages include benefits to state governments and local communities, popularity as a form of entertainment, and a non-addicting source for recreation."
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Organizational Benefits, 2003.
An examination of the range of benefits available in business organizations.
1,380 words (approx. 5.5 pages), 4 sources, MLA, $ 47.95
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Abstract
This paper examines the range of benefits available in business organizations in addition to the direct compensation of a salary. It discusses possible benefits which may include health benefits, 401k plans, on-site child care, flextime, support for continuing education and volunteer work on company time.
From the Paper
"When most people are contemplating their first job they tend to think about the salary they want. This is perfectly understandable. A good salary is the most measurable of all of the forms of compensation that one can receive at a job and the most easily ..."
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