tag:blogger.com,1999:blog-10690613.post116293878348072081..comments2023-09-29T08:25:34.726-05:00Comments on Jim Thomason's "The Business of People": Base Pay II: Calculating Base Pay TargetsAnonymoushttp://www.blogger.com/profile/12327900069847576688noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-10690613.post-1163302400504795752006-11-11T21:33:00.000-06:002006-11-11T21:33:00.000-06:00I hope you're not disappointed with my response, b...I hope you're not disappointed with my response, but I really don't take issue with any part of your comment. American business is more competitive in this day and age than at any time in our country's past. Globalization, inexpensive foreign labor (both within our borders and outside of it), the instantaneous flow of information, and the impact that these things have on business cycles (shorter than ever!) and response time to changes in the business make the demands on all of us greater than our grandfathers could have imagined in the workplaces of their generation. Companies have to balance the need for efficiency with the needs of its people. Sometimes those things get out of balance and it sounds like that's where you feel you are. If so, you need to speak to your supervisor; if that doens't work then speak to THEIR supervisor, and if that doesn't work then we should talk. I know the heart of this senior leadership team is not to burn people out, and if that's happening somewhere then it ceases to be a compensation matter and instead becomes one where open communication and candor are required. Thanks for the comment.Anonymoushttps://www.blogger.com/profile/12327900069847576688noreply@blogger.comtag:blogger.com,1999:blog-10690613.post-1163283791195614622006-11-11T16:23:00.000-06:002006-11-11T16:23:00.000-06:00Using a "process and statistical analysis" to plac...Using a "process and statistical analysis" to place a "fair" price on a job is indeed a reasonable practice. However, only if the employee is expected to perform the duties of that one specific position or reasonably close to it. But how many people actually fit that description?<BR/><BR/>For example, the company hires a "chief cook" and pays her "fair market" for that position. Then, in the real world, she is expected to be "chief cook AND bottle washer AND etc."? How does OUR company compensate individuals in positions required to do the work of 2, 3 or 4 "logical" positions? How is this taken into consideration? My observation is that there is a great opportunity for improvement in this area.<BR/><BR/>I present this scenario because a truly "World Class Organization" would seek to avoid placing ee's in an atmosphere that produces and accepts mediocre performance across 2 or 3 job descriptions for the sake of...what, frugality? An outward appearance of controlling costs? <BR/><BR/>Fact: An individual can only do so much. When the workload becomes overwhelming, performance across ALL areas of responsibility either degrade or get ignored. It is simply inevitible. Additionally, the ill effects of feeling overwhelemed at work often manifest as bad work attitude or personal life/health issues, thus costing the CO MORE money and time to deal with it.<BR/><BR/>Thanks for the forum and I look forward to your response.Anonymousnoreply@blogger.com