Compensation and Incentives

Compensation and Incentives – (10 points) An organization’s human capital policies must be aligned to support the organization’s “shared vision” that is, the mission, vision for the future, core values, goals and objectives, and strategies by which the organization has defined its direction and its expectations for itself and its people. All human capital policies and practices, including compensation and incentives should be designed, implemented, and assessed by the standard of how well they help the organization pursue its shared vision.

In this assignment, and taking into consideration the prior paragraph and what has and is being covered in the news regarding executive and executive team compensation, layoffs, downsizing, TARP’s, etc. you will write a 3 page “thought piece” regarding how a compensation system strategically impacts organizations. Additional considerations beyond mission, vision, core values, goals and objectives, etc.:
• internal equity.
• external equity (or competitiveness),
• individual equity,
• process equity,
• performance or productivity incentives,
• maximum use of financial resources,
• ethical considerations,
• compliance with laws and regulations, and
• administrative efficiency.

Use APA Form and Style, including in text citations from the 3 mandatory references below.
Mandatory References: You must use the following resources along with other related references.

Bolman, L. G., & Deal, T. E. (2008). Reframing organizations: artistry, choice, and leadership.
California: Jossey-Bass.

Hall, B. W. (2008). The new human capital strategy, improving the value of your most important investment – year after year. New York, NY: Amoco Books.

H. Kim’s 2006 Doctoral Dissertation , Strategic Impacts of Compensation on Organizational Outcomes: An Empirical Study of the Conceptualizations of Fit and Flexibility in the Compensation Design, paying particular attention to Chapters 1, 2 and 6 and review the Compensation and Incentives PowerPoint.