Compensation System Roles and Responsibilities

The assignment content discusses Human Resource Management, specifically the roles and responsibilities of CEOs and Human Resource Professionals in implementing a compensation system within an organization. It highlights the importance of continuous improvement in management systems to reduce waste and improve efficiency, with the CEO reviewing the compensation system regularly to attract top talent and improve employee productivity. Meanwhile, Human Resource Professionals aim to improve their management efficiency through a structured compensation system, ensuring timely payments and improving employee satisfaction.

Human Resource Management

Table of Contents
Introduction...........................................................................................................................................2
The Roles and Responsibility.................................................................................................................2
Compare and contrast the roles and responsibilities............................................................................2
References.............................................................................................................................................4

Introduction
The stakeholders who would be involved in terms of their roles and interest in implementing
a compensation system with an organization are CEO and Human Resource Professionals.
The Roles and Responsibility
It is also the responsibility of the human resource department and the CEO of the
organization to continuously improve the management systems within the company which
helps to improve the efficiency of various operations and reduce wastage with the
organization. Such techniques to improve the internal working conditions of the company are
often used by organizations to build on their competitive advantage and work for long term
sustainability (Weinberger, 2005).
Compare and contrast the roles and responsibilities
CEO (Jeff Bezos) Human Resource Professional (Felicia Field)
CEO of an organization is concerned with
meeting the goals of the company which
can be either through improvement in the
performance of the employees through
improved compensation system or saving
the resources of the organization through
the changes in the present compensation
system ("Designing an Internal Fair
Procedure System," 2017). Thus it is his
role to review the compensations system
from time to time and implement one
which helps to improve the overall
productivity of the employees and allow
the company to attract the required talent
in the industry. The interest in
implementing such a system is also
justified as it would help the company
The interest of the human resource
professionals in implementing a
compensation system is to improve their
efficiency of management of the
compensation of the employees. Through a
structured compensation system, it is easy for
the human resource department of the
company to record the attendance of all
employees, calculate their compensation,
record and sanction leaves, calculate any
incentive or bonus, etc. (Reilly, 2011). When
such activities are efficiently conducted, the
employees are paid on time which leads to
improvement in their satisfaction level.

improve its job specification for the role
for which each employee has been
assigned.

References
Designing an Internal Fair Procedure System. (2017). Management Report For Nonunion
Organizations, 40(5), 4-6. doi: 10.1002/mare.30275
Reilly, R. (2011). Compensation and Valuation Considerations in Closely Held Company
Stock Sales to an ESOP. Compensation & Benefits Review, 43(5), 306-317. doi:
10.1177/0886368711417238
Weinberger, T. (2005). Evaluating the Effectiveness of an Incentive Plan Design within
Company Constraints. Compensation & Benefits Review, 37(6), 27-33. doi:
10.1177/0886368705280737