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HRM 2021 Compensation
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HRM 2021 Compensation
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Course Code: HRM2021
University: George Brown College
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Canada
Question:
Identify a current topic in Canada that relates to the course content. Provide an overview of the current topic (i.e., research).
Outline issues and implications to the employer, employee, and the Compensation function
Identify potential strategies or considerations for addressing issues
Implications from a Human Resources perspective
Answer:
Paying employees equally is an essential element towards the success of a particular business especially in a contemporary society where people such as workers are enlightened in regards to their rights. A business that tends to pay its employees fairly has a high likelihood of retaining its employees for a long time as well as producing a high-quality service delivery to its clients. However, there have been various complaints by employees across several business discourses that have raised complaints concerning unfair payments. Such example is the unsuccessful payment system in Ontario College that led to staff members going on strike in 2017. While there are a bunch of reasons why the staff members went on strike, unfair payments among the coworkers was the main cause for this distress. As a result, there have been suggestions of various strategies to curb this situation in workplaces. This paper, therefore, proposes to discuss strategies for addressing unfair payments in workplaces.
Providing a paid leave as well as subsidized or rather on-site childcare is one way in which the Ontario College can do to address issues of unequal pay among its workers. As clearly stated by some of the staff members of the college, having a paid leave has been a problem in the college (Dixon, Nordvall, Cukier, & Neumann, 2017). In this light, the college can decide to provide a four paid leave particularly for new mothers as well as three months to the new fathers. This should work a long way in supporting the women and helping them to get back into work in good time. Additionally, fathers should be involved in the process to ensure that there is equality not only in the provision of a leave but paying them while in those leaves. Apart from the paid leave, the college should set out an on-site childcare particular to allow the workers who have children to be more close to their families.
Secondly, Ontario College can try to improve its culture around flex work policies. While providing a paid leave can be a good thing towards fixing pay inequality among workers, employees may often feel hesitant of taking this leaves (Gans & Ryall, 2017). Notably, this may be the case in this scenario especially given the fact that the occupation is based on long working hours. In most cases, those people who work for long hours tend to be rewarded highly compared to those that decide to take a leave. In this case, an individual may decide not to take on a leave for fear of not receiving rewards in the long run. The purpose of flex policies is to make sure that workers are retained and thus gaining a top-tier talent. Essentially, this allows workers to take days off to spend with their families yet receive equal payments with those that are working.
Thirdly, the College may decide to improve performance reviews as well as feedbacks. Apparently, this is because unconscious bias has become rampant in various workplaces across the globe especially when it comes to reviews (Helmreich & Merritt, 2017). Notably, men and women tend to receive different types of evaluation. In many cases, these biases are carried out in unconscious situations. An effective strategy to curb this type of biases is to make sure that there is an increased accountability in evaluating performance through setting up criteria upfront as well as having a third party in monitoring the process (Wickens, Labrish, Masoumi, Fiksenbaum, & Greenglass, 2017). Consequently, women and men are treated equally especially for promotions and thus equal pay across all working levels.
In a nutshell, it is evident that unequal pay is a contemporary issue in workplaces across the globe. However, setting up strategies can help in reducing these unfair payments practices across all working levels. While there are increasing pay imbalances in workplaces, it can be reduced only if there is a willingness by all the employers to address such issues.
References
Dixon, S. M., Nordvall, A. C., Cukier, W., & Neumann, W. P. (2017). Young consumers’ considerations of healthy working conditions in purchasing decisions: a qualitative examination. Ergonomics, 60(5), 601-612.
Gans, J., & Ryall, M. D. (2017). Value capture theory: A strategic management review. Strategic Management Journal, 38(1), 17-41.
Helmreich, R. L., & Merritt, A. C. (2017). Culture at work in aviation and medicine: National, organizational and professional influences. Routledge.
Wickens, C. M., Labrish, C., Masoumi, A., Fiksenbaum, L. M., & Greenglass, E. R. (2017). Understanding the Student Experience of a University Labour Strike: Identifying Strategies to Counter Negative Impact. Higher Education Quality Council of Ontario.
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