I would opt for a person-focused pay plan in my role as a secretary. The compensation system rewards employees based on how well they obtain job-related knowledge and competencies. This means individuals are paid according to the kind of expertise and knowledge they bring to the company. I believe that I would enjoy various benefits from this compensation system.
A person-focused pay system will enable me to see where my increase declines within the pay range established by my employer’s pay plan. In turn, this will reinforce the behaviors and actions that the employer wants to see more and increase the chances that I will strive for the best merits increase for the next financial year. By discussing with my supervisor about my top merit increase, I would learn all the actions and contributions which are most valued by my employer. For me, this would be tremendously reinforcing and affirming. Moreover, it would be a superb opportunity for my supervisor to confirm what he/she values in me. In cases where I receive less than the top increase, it would be an opportunity for the supervisor and me to discuss how I can improve my performance to achieve the high merit increase.
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Sadly, a person-focused pay plan is likely to force me, as an employed secretary to enroll for new courses so that I can improve my job-related skills and knowledge. As such, the system would discourage organizational performance because it discourages hard work. Moreover, compensations based on what I can do and not what I can achieve cause corporate bankruptcy. Currently, there are so many risks within the global legal context of doing business hence differentiating employee compensation based on other grounds other than performance is a risk in itself. Therefore, a person-focused pay plan may not work well in the end for the organization that I serve.
