BUSI 440 Compensation Management: Analyzing Student Replies

This assignment comprises two detailed replies to student posts on compensation management within the BUSI 440 course. Each reply, exceeding 150 words, directly addresses the student's points, offering additional insights and scholarly information. The responses integrate a Bible verse refer...Read More

Running Head: COMPENSATION MANAGEMENT
Compensation Management
Student’s Name
University Name
Author’s Note

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COMPENSATION MANAGEMENT
Reply to Student 1
After reviewing your post, I feel that your claim for the annual review of the employees’
appraisals is absolutely justified. In case if I had been writing this entry, I would also have
highlighted the same issues. the organization is growing and the employees who are dedicated
and loyal also look up to grow with the organization. The employees working in the critical non-
management positions like the senior accounting clerks, the bookkeepers or the bookkeeping
assistants who have been associated with the organization for a considerable time period should
demand some basic perks from the organization against the loyal service that they have rendered
towards the organization for a considerable time (Lahap et al. 2015). I feel that an annual
appraisal system is also necessary in order to gain feedback, review as well as estimate whether
the performance of the individual employees have appropriate or there are some essential areas
for improvement. Hence yearly appraisals would help in all round development of the employees
which would ultimately account for increased productivity of the organization. This would keep
the employees in a financially better position, compared to where they are, keeping an eye on the
high turnovers that they have experienced (Mheducation.com, 2019). The need for appropriate
compensation of the employees has also been raised in the Bible, where it has been stated that:
“Behold, the pay of the laborers who mowed your fields, and which has been withheld by you,
cries out against you; and the outcry of those who did the harvesting has reached the ears of the
Lord of Sabaoth. (James 5:4).”
Reply to Student 2
One of the most important goals of employee compensation, as stated out in your post, is
attraction as well as retention of essential employees. I appreciate the justification that an

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COMPENSATION MANAGEMENT
appraisal is necessary in order to review the performance of the individual employees. In this
context, it can be stated that it is very necessary to communicate that the company is looking
forward to raise Pat’s salary when he gets his rating raised to 4 out of 5. Again I also feel that the
justification against the lower employee rating of Lee and Gene is appropriate (Pandey,
Viswanathan and Kamboj, 2016). The fact that they have not witnessed any rise in their salary
for two years can be one of the major factors that dissipate their motivation for work
(Mheducation.com, 2019). However, I feel that alongside the demand for a rise in salaries of the
employees serving for various time periods, you should also have claimed for the development
of a definite appraisal policy. This policy should determine when the appraisals should take place
and based on what criteria the appraisals would take place. This would not only keep the
employees updated, they can also foresee their future with the organization and also find a
direction which they can follow for future improvement.
In the Genesis 30:28-34, it is stated that “He continued, "Name me your wages, and I will give
it." But he said to him, "You yourself know how I have served you and how your cattle have
fared with me.” This implies that the Christian faith also commemorates that wages and
compensations should be provided on the basis of the quality of service that is provided.

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COMPENSATION MANAGEMENT
Reference List
Lahap, J., Isa, S. M., Said, N. M., Rose, K., & Saber, J. (2015). An examination of current
compensation and performance appraisal practice among hotel employer in Malaysia: A
preliminary study. Theory and practice in hospitality and tourism research, 9-14.
Mheducation.com, 2019. Designing Pay Levels, Mix and Pay structures. Mheducation.com,
2019. Pay for Performance Plans. Smartbook. Retrieved on 6th August 2019. Retrieved
from https://newconnect.mheducation.com/flow/connect.html
Mheducation.com, 2019. Pay for Performance Plans. Smartbook. Retrieved on 6th August 2019.
Retrieved from https://newconnect.mheducation.com/flow/connect.html
Pandey, S., Viswanathan, V., & Kamboj, P. (2016). Sustainable green HRM–importance and
factors affecting successful implementation in organizations. International Journal of
Research in Management and Business, 2(3), 11-29.