PLAGIARISM FREE "A" WORK
NeNe1994
ResearchProposalExample.docRunning head: MANAGEMENT 1
MANAGEMENT 3
Management
Name of the Student
Institution of Affiliation
Internal pay structure
Internal pay structure is the positions comparison in an organization to guarantee fair pay. It ensures employees are fairly paid as compared to colleagues. If they don’t fairly paid, then the can leave due t feeling unvalued. An internal pay structure helps in maintaining the happiness and loyalty of workers. A good example of internal structure in my current place of employment is the varying salary levels of people working in the same department. There are several employees who have worked for the company more than 5 years. These employees earn more than those that were recently employed. I believe this payment mode is fair since it helps workers to remain loyal to the company since their salary increases as they continue working for the company.
Why I would recommend job evaluation over person based plans
Job evaluations focus on the position duties and the jobs required to be executed successfully. This is an evaluation form that can be applied for all workers filling a similar position. First, a job analysis must be performed; sorting out all duties into large groups like communication and essential functions. Under the position categories, tasks required to be fulfilled are specified. After a thorough analysis, the manager or human resources department review the plan for approval. I recommend Job evaluation because it is simpler to manage. The plan can be utilized for so many years as long as the duties remain the same. The plan is also better than person-based plan because it is easy to manipulate since it is used over and over in varying occasions.
Why I would agree with the Equal Employment Opportunity Commission’s (EEOC) to stop and remedy unlawful employment discrimination.
Unlawful employment discrimination takes place when bad action is taken by an employer against an employee or aspired employee because of his /her attributes. Such attributes may include sex; sexual preference; color; age; race; mental or physical disability; family responsibilities; marital status; political opinion; religion; pregnancy or social origin. I agree with EEOC’s action to stop and remedy unlawful discrimination because it is harmful to a work environment as well as to the affected individuals. Not only does this form of discrimination affect directly employees, it also affects indirectly employees that are favored through feedback effects. Unlawful discrimination also causes inequality in the market of labor and causes major disparities in racial and gender earning in the United States among other parts of the world (Fair Work, 2015).
How HR should prepare for leadership vacuum as baby boomers retire.
Majority of the leadership roles in companies are held currently by the Baby Boomers generation. This means with their retirement, there will be leadership gaps that will need to be filled by the new generations. The HR department should prepare to feel the vacuum through accelerating the younger generations by developing core skills of leadership in them. As more and more boomers continue getting close to their retirement, HR leaders should make sure that they are utilizing tools like talent-based assessments in identifying and documenting talents of top performers. The firms are encountering a problem of bad leadership skills from the new generations. The problem can be solved by using boomers as mentors and coachers of the younger generations. This way knowledge of leadership will be transferred to the younger generation from the baby boomers (Brandon & Amy, 2015).
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