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MGT5ARP
AU
La Trobe University
Base pay is the specific amount of money that is considered the minimum salary of an individual employee. As suggested by Celik et al. (2017), the amount of base pay is the only amount that can be payable to an employee. Still, the amount of the base pay does not contain the bonuses, profits, or the employees' initiatives. I can say that the amount of the base pay can be varied from one employee to another. The amount mainly depends on certain things like the employees' skills, the demand and the supply of the business market, the personal profiles of the employees, and so on. There are also many factors in the business organization that affect the process of measuring the base pay. After completing my course work, I have come to learn about this model of remuneration which can be applied in field of marketing management.
Figure 1: Remuneration model
(Source: Celik et al. 2017)
There are many practices in the base pay or in the salary model of the employees that can play a vital role in measuring the amount of the base pay for any employee. There are also many factors in the management of any business that can affect the amount of the base pay of the employees. As suggested by Wiler et al. (2019), the skills and the knowledge of the employees play a vital role in selecting the amount of base pay. Employees with a high level of skill and expertise can get more salary or the base pay. On the other hand, the bonuses, the insurances, and the initiatives are also depending on the particular skills of the employees. As a result of that process, the employees acquired with high-class skills are benefited with more base pay. I have learnt that being a marketing admin it become necessary to evaluate the skills gaps in team members for sustaining team productivity.
Figure 2: Factors considered during employee appraisals
(Source: Wiler et al. 2019)
Understanding the demand and the supply dynamics of the market is an essential way to determine the amount of the base pay or the salary model of the employees. The location of the business also has its impact on the base pay of their employees. I can say that in the areas where the cost of living is high, the base pay of the employees is also higher than the employees who work in a cheap location. As per the views of Drama et al. (2017), the works that are mainly requiring skilled laborers but the number of employees low they pay more in the base pay of their employees. On the other hand, the workers that need soft skills and moderate knowledge get the least amount of the base pay. Being a marketing admin, it becomes necessary to understand the demand of team members regarding their appraisal for maintaining encouraging team working environment.
Figure 3: Salary distribution in Australia
There are also many aspects in which the amount of the base pay for the employees depends. Among them the personal characteristics of the employees, the amount of base pay sometimes depends on certain factors of the employees, like the experience of the employees, the education of the employees impacts positively on the base pay of the employees. During the course work I have learnt about the importance of respecting personal life choices of team members for retaining positive outputs from team. I can say that the more experienced employees have the more demand in the market than less skilled employees. As suggested by Estai et al. (2018) the professional employees enjoy more base pay than the less experienced employees. On the other hand, I can also say that the highly educated employees in any organization are able to attract more companies with their degrees and that the companies offered more base pay to them.
As per the views of Van Thielen et al. (2018) to implement the proper performance management model in the performance management cycle is very important. The activities of the performance management model focus on mitigating the goals and the objectives for achieving success. It is also very beneficial for giving the proper coaching of the employees. The performance management model was published by Peter Drucker. The model consists mainly of four stages. The first step of the performance management model is the proper planning for achieving success. Then the process of monitoring is issued, then the trading of the employees involved and the program of rewarding the employees should be engaged for the better performance of the employees. I have learnt that for achieving appraisal it becomes necessary to meet the appraisal standards.
Figure 3: Performance management model
Performance management is a continual process of getting the feedbacks, and increasing communication between the managers that will help the organisation to achieve strategic objects. As per the views of Liu et al. (2017), the process of performance management for any organization mainly consisted of three main things. Three main items of the performance management process primarily consisted of proper planning for the organization, the process of monitoring the performance of the employees, and also the process of reviewing the performance of the employees. As per the views of Hussain et al. (2020) this process is mainly taken to work with the employees and the managers collaboratively. By the proper application of the process of performance management it can set the goals and objectives for the organization, it can enhance the career goals of employees; the process performance management is the continuous process that is mainly used for the operation of the progress of the employee's career and the objective goals. The process keeps the managers and the employees to the changing loop of the business organisations.
Figure 4: Performance management process
As per the views of Schleicher et al. (2018), in the process of process management to identify the behaviours and try to develop the behaviours of the employees can make the way better the process management for the organization. As per the views of Sutman et al. (2020) there are many categories of behaviours in the process of the management and to make the employees more efficient for work it is essential to incorporate behavioural skills. The skills are mainly the problem-solving method, The communication skills with the customers, the quality of the teamwork, the ability of the leadership skills, and the proper observation of the work skills. To demonstrate the behaviours of the employees, it is very important to incorporate the leadership quality in the character of the employees. As per the views of Pandarinath et al. (2017) with the help of the following skills, the employees can get the development in their behaviour. I have learnt that defining the behaviours of the employees help the leaders to identify the performance of each of the employees.
As per the views of Bruskin et al. (2017) to develop the standards of the performance of the employees plays a vital role to perform more efficiently for the employees. I can say that the standards of the performance of the employees contain certain factors that are mainly the quality, quantity, timeliness, cost-effectiveness, and the manner of the performance of the employees.
The main thing that mainly defines how the work is done is the quality of the performance of the employees.
The quantity of the work defines how much the work is produced, and by the identification of the quantity of the works, the standards of the work are set.
The timeliness of work must define how quickly the work was done, and by the standards, the performance can be identified.
By developing the cost-effectiveness, I think that can develop the standard of the works of the employees
Developing the manner of work is also very beneficial. I have learnt that by the development of the standards of performance of the employees can increase the efficiency of work of the employees.
Figure 5: Standards for performance appraisals
“You have reflected remarkable communication skills during the group work. This skill is beneficial for you career. “
“You are help full and you have really good time management and researching skills. These skills are going to help you achieve you dreamed career.”
“You have reflected an outstanding collaborating skill during the project. Such capability is appreciable.”
Bruskin, S. N., Brezhneva, A. N., Dyakonova, L. P., Kitova, O. V., Savinova, V. M., Danko, T. P., and Sekerin, V. D. 2017. Business performance management models based on the digital corporation’s paradigm.
Celik, O. B., and Ince-Yenilmez, M. 2017. Salary differences under the salary cap in Major League Soccer. International Journal of Sports Science & Coaching, 12(5),pp. 623-634.
Darma, P. S., and Supriyanto, A. S. 2017. The effect of compensation on satisfaction and employee performance. Management and Economics Journal (MEC-J), 1(1). Estai, M., Bunt, S., Kanagasingam, Y., and Tennant, M. 2018. Cost savings from a teledentistry model for school dental screening: an Australian health system perspective. Australian Health Review, 42(5), pp.482-490.
Hussain, M., Niazi, A., and Khan, K. I.(2020), Interplay of Leadership Styles, Employees’ Performance and Organizational Life Cycle.
Liu, L., Wu, T., Li, S., de Jong, M., and Sun, Y. (2017). The drivers of local environmental policy in China: An analysis of Shenzhen’s environmental performance management system, 2007–2015. Journal of cleaner production, 165(1), pp.656-666.
Pandarinath, C., Nuyujukian, P., Blabe, C. H., Sorice, B. L., Saab, J., Willett, F. R., ... & Henderson, J. M. 2017. High performance communication by people with paralysis using an intracortical brain-computer interface. Elife, 6(1), pp.18554-1900.
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., Levy, P. E., Hargrove, D. C., & Barros-Rivera, B. A. 2018. Putting the system into performance management systems: A review and agenda for performance management research. Journal of Management, 44(6), pp.2209-2245.
Sutman, M., Speranza, G., Ferrari, A., Larrey-Lassalle, P., and Laloui, L. 2020. Long-term performance and life cycle assessment of energy piles in three different climatic conditions. Renewable Energy, 146(1), pp.1177-1191.
Van Thielen, T., Bauwens, R., Audenaert, M., Van Waeyenberg, T., and Decramer, A. 2018. How to foster the well-being of police officers: The role of the employee performance management system. Evaluation and program planning, 70(1), pp.90-98.
Wiler, J. L., Rounds, K., McGowan, B., and Baird, J. 2019. Continuation of gender disparities in pay among academic emergency medicine physicians. Academic Emergency Medicine, 26(3), pp.286-292.
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