U.S. workforce, are compensated

Address the following questions in a question-and-answer format; that is, state the question and then answer it in detail.
The Background readings for this module explore the premise of how contingent workers, who have become a key foundation of the U.S. workforce, are compensated. In this assignment, compare and contrast the various aspects of how contingent workers are compensated compared with conventional workers. As you undertake this comparative analysis, address the following:
    How does the employment of contingent employees affect an organizations business, its HRM responsibilities, its overall costs, and its organizational culture?
    In your educated opinion, should the compensation of contingent workers be the same (on a pro-rated basis) as conventional, full-time employees doing the same work? Discuss, bringing in both the strengths and challenges this approach presents.
    How would you, as the CEO of the company, create a sense of engagement with the infusion of contingent workers in a workplace that historically consisted of conventional, full-time employees?
Use at least background readings to help strengthen and support your 3-page response.

Aldana, S. (2018). Wellness ROI vs. VOI: The best employee wellbeing programs use both. Retrieved from https://www.wellsteps.com/blog/2018/01/10/wellness-roi-employee-wellbeing-programs/
Heathfield, S. (2016). Are you getting the best benefit from your employee benefits? Retrieved from https://www.thebalance.com/most-of-employee-benefits-1917723
Helios HR. (n.d.), What makes up a great total employee rewards package? Retrieved from https://www.helioshr.com/2013/11/what-makes-up-a-great-total-rewards-package/
Hipple, S., & Stewart, J. (1996). Earnings and benefits of contingent and noncontingent workers. Monthly Labor Review, 119(10), 22-30. Retrieved from the Trident Online Library.
Lawrence, T. (2012). Integrating contingent workers. Baseline, (114), 13. Retrieved from the Trident Online Library.
Pedulla, D. S. (2013). The hidden costs of contingency: Employers use of contingent workers and standard employees outcomes. Social Forces, 92(2), 691-722. Retrieved from the Trident Online Library.
The Kaiser Family Foundation (2018). Employer Health Benefits 2018 Annual Survey: Section 1: Cost of Health Insurance, pgs. 31-42. Retrieved from http://files.kff.org/attachment/Report-Employer-Health-Benefits-Annual-Survey-2018.
Erfurt, J., Foote, A., & Heirich, M. (1992). The cost-effectiveness of worksite wellness programs.Personnel Psychology, (45) 22.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resource Management. New York, NY: McGraw-Hill Irwin.
Tsui, A., & Gomez-Mejia. (1988). Human Resource Effectiveness. Washington, DC: The Bureau of National Affairs.

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply