Select a topic. On-campus students will nominate for a topic in class in Week 2. Only 3-4 presentations can be held each week, and the Lecturer will re-allocate students as required for an even distribution. Distance students should advise the course coordinator by email HRM topics are as follows:
Week 4 HR planning
Week 5 Recruitment and selection
Week 6 Employee relations challenges
Week 7 Managing diversity and work-life balance
Week 8 Performance management
Week 9 Learning, development and career management
Week 10 Motivation, rewards and compensation
Week 11 Employee turnover and retention
Week 12 Evaluating and improving the HRM function
Answer:
Objective: To identify the two tier compensation system involved in modern MNC’s present and operating in the developing countries To track the reason on why creativity did not match with the compensation gap in the Multi National Corporations
Method: Use of Equity theory and Reflection theory The use of the motivation effect has also been studied in this following research
Argument: The compensation gap between the locals and the expatriates are huge. The existence of a two fold compensation structure. Payment or compensation depends on the outcome-input ratio.
Conclusion: Based on the equity theory and reflection theory, it can be proposed that the relative lower pay of local employees as a result of the compensation gap will lead to a much reduced effort and discouraged risk-taking by the local employees This in turn will have a negative impact upon their behaviors
Objective: Reason for the importance of Compensation research in the modern world Importance of Compensation in the business world Is pay based on organizational, group, or individual performance
Method: Verification of the compensation system of a number of different business organizations The verification of the difference in the pay structures by means of a critical analysis
Contributions of Articles to the topic
Both the articles discuss the importance of compensation in the modern business world
The former article discuses that payment depends on employee performance which is supported and shown in article 2 where the authors describe that there are different compensation plan1s for the employees.
References
Hon, A. H., & Lu, L. (2015). Are we paid to be creative? The effect of compensation gap on creativity in an expatriate context. Journal of World Business, 50(1), 159-167. Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4.
