Provide 2 response to each student post. Each response should be 150 words each. Turnitin and Waypoint is being used to check for plagiarism and Please use APA format. Please pay close attention to plagiarism, and it's not tolerated. make sure to use in-text citations which demonstrate that I am actually citing my references .
Julie Arney XXXXXXXXXXMonday Sep 30 at 8:35am Generally speaking, there are 2 primary methodologies to use when addressing merit increases – seniority and merit. Seniority plans will pay more money to employees who have been around longer. “Thesepayplansassumethatemployeesbecomemorevaluabletocompanieswithtimeandthatvalued employees willleaveiftheydonothaveaclearideathattheirsalarieswillprogressover time” (Martocchio, XXXXXXXXXXA merit-based plan will pay more to the higher performing employees regardless of time spent with the company. This creates a more level playing field and incentivizes employees to work hard. I do not have a lot of experience with unions, but this is where I tend to see the seniority-based approaches. Unions often outline their compensation plan in the collective bargaining agreement. It will state how much of a raise each employee will receive yearly, regardless of performance. If every employee is receiving a 3% increase each year, the more senior employees will naturally end up making more money. This can be very disincentivizing because all employees will receive the same percentage raise regardless of work quality. Depending on the language in the CBA, stellar performers will receive the same increase as below average performers. In my experience, most companies use a merit-based plan to pay for performance. However, because more senior employees do tend to have more experience, they will tend to be hired in a slightly higher salary. But due to the pay for performance model, more junior employees could eventually catch up or even exceed a senior employee by working hard and differentiating themselves from the pack. I think it is important to at least have some ability in your job to work harder for more compensation. References:
Martocchio, J.J. (2017).Strategic compensation: A human resource management approach(9th ed.). Retrieved fromhttps://content.ashford.edu Ethel Rowell XXXXXXXXXXSep 24, 2019 Sep 24 at 11:04am Week 2 Discussion 1 The seniority pay plan is where the employees experience is measured by the working habits of the employee and what they have accomplish for the organization. Some organizations are paying the same increase for all employees. For example, recently in the organization that I am employed at all the employees received an four percent raise. The seniority pay plan also pays the old employees more than they would new hires. Many organizations assumes that the longer an employee has been with the organization has more value than those are just hired. Martocchio (2011), states that “the employee will remain with the company because he knows that every year another increase in his pay”. In the seniority pay plan many organizations will often reward their employees for the experience that they have on their job and for establishing their career though the organization. The merit pay plan often provides the motivation leading to the increased productivity of the employees. The merit pay plan also recognizes the employees that are putting forth the efforts that will help them to receive a promotion from the organization. In this plan employees are often rewarded for their efforts that will help the organization in the long run The factors that should be considered in deciding which plan is best for the organization we should look at the future. In the seniority plan they are only concerned with how many years and the experience that an employee has. Whereas the merit pay plan is concerned about the long run effects that an employee has for the organization. The merit pay plan has benefits for the organization and the employees. They are concerned about the employees whether old employees or new new employees which offer the most in the long run. Reference Martocchio, J.J. (2017).Strategic compensation: A human resource management approach(9th ed.). Retrieved fromhttps://content.ashford.edu

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