The motivation behind many employees’ hard work is a decent salary and other incentives. Human resource professionals, specialized in compensation and benefits, are thus tasked with the process of creation, management and effective distribution of these remuneration packages. Therefore, for the design of a proper rewards and compensation scheme for the vacant posts created in Harrison Corporation, effective remuneration packages have to be created for each of the defined positions and regions. For the newly created regions, policies must be devised for Harrison Corporation’s salaries, bonus and incentive schemes. The policies should include; bonuses, commissions, salaries, medical and life insurance, pensions, company cars, vouchers and profit sharing (All About Careers, 2014). An important factor to note here is that each of the defined positions and regions (regional manager, marketing analyst, business development specialist, product development specialist and customer service specialist) will have their own compensation scheme.
In Harrison Corporation for instance, the regional manager position is the highest ranked in comparison to the other positions and regions. The individual that will acquire this position will have more primary responsibilities than those in the lower positions. The qualifications defined for the regional manager position are also more demanding than for the lower regions. Therefore regional manager’s compensation package will be of higher value than for the lower ranks. The manager ought to receive a higher salary, bonuses and commissions. However, performance is another factor that must be considered when awarding incentives to the individuals in the different positions and managers. This will be very important for retaining and motivating the recruited individuals.
A good rewards and compensation plan in Harrison Corporation will ensure that the hardworking employees are fairly rewarded. When staffing and designing the rewards plan for the posts in Harrison Corporation, the company administration must determine the following. First, the objectives of the rewards scheme must be stated. These objectives will define how the scheme will support the employees to be recruited and the company as well. The administration must then define the performance criteria to be awarded. That is, the staffing and rewards plan should be designed relative to performance and job description.
There are some administrative issues associated with staffing and rewards plans. Gender issues are one of these issues. When selecting individuals to occupy these positions, Harrison Corporation must ensure that both genders are equally represented. The administration should not be seen to be gender biased in compensating the employees. In addition, the administration should ensure that programs that educate the manager and supervisors on sexism are established. The individuals should also be taught how to deal with gender issues when they arise in the work place.
Another administrative issue is the diversity of the employees. This is in terms of history, traditions, culture and language among others. The compensation schemes designed should consider these diversity issues. The managers and supervisors should also be educated so that they remain knowledgeable in the different fields of culture and beliefs of the employees they are going to manage and supervise. Religion is yet another issue. The corporation’s administration should expose the managers and supervisors to different issues of religion. The supervisors should especially be careful not to infringe into the other employees’ right of religion.
The State of Michigan Department of Human Services (2014) defines that Equal Employment Opportunities (EEO) prohibits discrimination against anyone. EEO seeks to ensure that each and every applicant has an equal chance in the hiring process. Gender and race should not be used as grounds against which any applicant is discriminated. In addition, all employees should be in a position to compete fairly for promotions. They should also have equal access to training forums in the organization.
Affirmative action on the other hand, can be viewed as a solution to past discrimination instances that might have appeared in an organization. The basic role of affirmative action is to provide level grounds for males, females, minorities and for disabled persons. However, this should not be translated to mean that unqualified applicants should be hired. Both affirmative action and Equal Employment Opportunities advocate for fairness. Harrison Corporation should apply EEO principles to all the created vacancies.
Disparate treatment refers to unequal treatment of employees. Employees may be unequally treated based on issues such as color, gender, race and nationality. Such treatment is intentional and therefore illegal. This is because the employer is said to have treated a particular employee differently from others who were similarly situated. If an employee is treated unequally, he/she should make a disparate treatment claim.
Disparate impact is not intentional. It basically refers rules, policies and practices that although they appear neutral, their impact on protected groups is disproportionate. Unlike disparate treatment, disparate impact does not focus on discriminatory intent. Instead, it focuses on practices that are facially neutral while treating different groups but in reality one of the groups is unfairly treated.
Harrison Corporation should therefore ensure that all applicants for the various positions and regions have fair opportunities. They should not be discriminated based on their gender or race. In addition proper compensation and reward plans should be designed based on responsibilities and performance of the applicants.
References
All About Careers. (2014). Human Resource: Compensation, Benefits & Reward Overview. Retrieved from http://www.allaboutcareers.com/careers/career-path-overview/human- resources-compensation-benefits-reward.htm
