Multiple pay contingencies: strategic design of compensation
Article Abstract:
Traditional pay plans are characterized by job-based compensation and have their route in the mass production of the factory-system and the philosophy of scientific management. It follows that job-based compensation is most feasible for bureaucratic organizations involved in mass-production using scientific management. Changing economic conditions have required that production facilities enhance their flexibility, necessitating an increase in managerial flexibility. This latter scenario has given rise to non-traditional pay plans, typically based on compensating employees for their skills rather than for the job performed. Organizations with a flexible culture will likely base compensation on output/performance and person-based pay contingencies in order to customize compensation to adhere to differing situations and managerial strategies.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 1989
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Employment security at DEC: sustaining values amid environmental change
Article Abstract:
Digital Equipment Corp (DEC) maintains a commitment to employment security. A large program in which the company restructured and reduced employment without resorting to layoffs is described. The DEC process and key choices underlying procedures are presented, and consequences for individuals and the firm. Issues raised by efforts to stabilize employment are examined. Implications of DEC's experience on broad human resource principles and actions underlying efforts to stabilize employment are also explored.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 1988
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