MHR 749 Chapter Notes - Chapter 10: Distributive Justice, Procedural Justice
19 Apr 2015
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Figure out which components of the compensation package are likely to influence this decision to join. If they join, it usually means they will be staying. Requirements are constantly changing; employees must learn to adapt to the ever-changing environment. Performing well, specifically on tasks that support strategic objectives. The plan should link well with hr strategy and objectives: structure: different operating units may have different competencies and different competitive advantages. A rigid pay-for-performance plan may detract from these advantages: standards: the key to designing a pay-for-performance plan rests in setting performance standards. Fairness: involves two types that are concerns for employees: distributive justice: the amount of fairness that is distributed to employees. Perceptions of fairness here depend on the amount of compensation actually received relative to input compared to some relevant standard: procedural justice: the fairness of procedures used to determine the amount of rewards they receive.
