Salary and Merit Pay

Topics: Salary, Peer-to-peer, Employment compensation Pages: 6 (1841 words) Published: April 22, 2012
e- Compensation

Viola Alston

Dr. Jamie Brown

HRM 520 Information Systems

March 11, 2012

1. Assess the advantages and disadvantages of using a Web-based compensation tool verses a client-server based or stand-alone PC based system and then give your opinion on which system would provide the most value to an organization’s stakeholders. Include three (3) facts to support your opinion. After assessing the advantages and disadvantages of using a Web-based compensation tool verses a client-server based, and a stand-alone PC system my results are as followed. In my opinion, a client- server would be the best system to use for an organization; verses the Web-based and the stand-alone PC based systems, because the client-server based provides set-ups and can be altered without disturbing the clients, while the other two systems require accessing every peer in the network (www.client-serverbased). For example, the client server arrangements aid security requires efforts, because there are fewer servers, limiting the number of persons with access to them and increasing security features of the servers. Client-server networks can become congested and overload the server with request, while P2P request efforts improve with the number of participants. Client-server users can also suffer when a vital server fails, while the evenly distributed duties in the (P2P) system ensure the network will be operational while not at full capacity. A client-server describes a type of computer application architecture within the network computing that designate tasks between clients that instigate request and servers that process request. The two-tiered model enables file sharing between the client and the users. Some users include Web browsing, email, and the chat room. Client-server architecture is distinguished for peer to peer (P2P) architecture where the peers can act as clients or servers, and have equal responsibilities in sharing or sending files or data. Stand-alone computers are designed to carry out calculations very quickly, but require more servers and duties.

2. Justify the use of e- Compensation tools in the job- evaluation process from the perspective of HR management, and the employees.

A job evaluation is a systematic process that you can use to determine the relative level, importance, complexity, and value of each job in your organization (HRIS) (2012). With a successful job evaluation system you can compare each job to other within your organization. As a compensation and benefits specialist of HR, you are responsible for developing a fair compensation plan. Job evaluation is a tool used to evaluate the value of each job in your organization and today’s labor market. A successful job evaluation system can help you make your organization pay system equitable, understandable, legally, approachable, and completive. Using a feedback system once evaluations are perform, will help with developing training, increase relationships between the employer and the employees, and set certain standards for employees when an evaluation is needed. A job evaluation helps you establish and qualify differences in employee compensation decisions. The job evaluation process measures the elements of a job and produces an overall score, and this is where a rating scale takes place (www.jobevaluationandjobanalysis). In each case, you can evaluate the job not the employee who performs the job. It is best to perform job evaluations after work analysis. Job evaluation in conjunction with work analysis helps you develop a job description that is broad, descriptive, and flexible, so that you can adapt the description to your organization’s changing needs. You want to attract and retain talented employees in the organization. Your employees need clarity about their roles and responsibilities as well as what is expected from them. Job evaluations that...
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