****The Topic is Trends In Compensation***** Not Global Warming this is just an example of what I am to do****
GROUP RESEARCH PAPER – OUTLINE AND REFERENCES INSTRUCTIONS
Your group will complete a full-sentence outline for the second part of the Group Project. The outline must include a thesis statement, the research question(s)/issues being answered/addressed, how much space will be allotted for each section of the paper, and a preliminary reference list of at least 7 scholarly sources (that are less than 10 years old).
Full Sentence Outline
The full sentence outline format is essentially the same as the alphanumeric outline. The main difference (as the title suggests) is that full sentences are required at each level of the outline. This outline is most often used when preparing a traditional essay.
Question(s)/Issues Begin Addressed:
I. Man-made pollution is the primary cause of global warming.
A. Greenhouse gas emissions are widely identified by the scientific community to be
1. The burning of coal and fossil fuels are the primary releasers of
hazardous greenhouse gases.
Full sentence outlines are often accompanied with an APA reference list on a separate page.
Quotes within the outline must also utilize current APA in-text citations.
Part of the Introduction?
According to Jackson, Mathis, Meglich, and Valentine (2019), “employers should offer the types of compensation that recognize and motivate employees who work hard and contribute to the company’s success” (Chapter 11, section 11-1). This fact coupled with unprecedented lower unemployment rates, employers need to find innovative ways to attract new employees and keep their current workforce engaged. Companies have lost out on qualified and quality employees because they were not in touch with what really matters to potential candidates. Though salary is one of the most important drivers of employee attraction and retention it has been discovered that there are other factors that need to be addressed. Developing competitive compensation packages that ensure employee satisfaction must reach beyond pay to more comprehensive views of what workers want from their companies and jobs. Any employer that wants to remain viable will need to be proactive and persistent in this area.
Here are a few suggestions for questions that can be asked and answered in our paper, I provided the answer to one (for future reference):
Question: To what extent do bundles of empowerment and compensation practices individually influence human resource outcomes?
Question: How can a company determine what rewards are valued by employees and applicants and find affordable ways to provide those rewards?
Question: What are some of the top compensation trends that employers are aligning with in order to maintain quality staffing? (answer below)
Braun (2020) Five trends that pay-watchers predict will gain ground in 2020 and beyond:
Individual State Policies
Individual states will continue to add to and go beyond the policies established by our federal government regarding minimum wage and overtime requirements. Governors seem to feel the need to establish local policies to affect local citizens.
One of the hottest topics in HR recently is the gender pay gap and broad pay-equity analysis. More businesses are not only looking at pay equity. They are also exploring potential bias or gaps to determine how decisions are made to recruit, hire, and promote team members, give raises, and distribute noncash rewards.
Transparency on Pay
Are your team members asking each other how much they make and how much they were bonused? It’s happening everywhere, making it very important that management be transparent about pay–and this doesn’t just mean salary. If you don’t have an understandable bonus structure based on objective performance metrics, you’d better get one! Your employees need to be able to trust you and have honest conversations about how pay and bonus decisions are made.
Frequent Performance Rewards
More employers are not waiting until the end of the year to hand out rewards for projects or special assignments that have been completed. The closer the reward is to the achievement, the more it motivates the recipient.
More bonuses will go to more people.
Compensation trends for 2020 also include more bonuses to more people. To avoid adding to fixed costs with large annual salary increases, companies are regularly relying instead on bonuses to reward employees for superior performance To keep costs down, more business owners are setting employees’ base pay at market value and awarding variable-pay bonuses based on performance.
Braun, P. (2020). Money Talks. 5 Compensation Trends to watch in 2020. Retrieved from https://benefitadvisorsnetwork.com/blog/money-talks-5-compensation-trends-to-watch-in-2020/
Jackson, J. H., Mathis, R. L., Meglich, P. A., & Valentine, S. R. (2019). Human Resource
Management (16th ed.). Boston, MA: Cengage Learning
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