Cary Grant once said, do your job and demand your compensationbut in that order (Falls, 2015, Imperative 7). Considering Cary Grant did most of his work in the early 1900s, it is likely that this advice is no longer applicable to the members of todays workforce. It does, however, serve as a reminder of the shift in the performance management process. In the past, employees had to quickly learn and adapt to the work culture, they might have to wait for a performance appraisal to confirm what was expected and bonuses might be distributed but not necessarily in response to job performance or expectations (Gerhart & Newman, 2020, p. 318).

Today, HR professionals and those responsible for constructing fair compensation policies, consider the role that compensation has in motivating employees, but they do not limit themselves to money alone. Savvy companies will research what their workers value and integrate those components into their total reward system, which might include: benefits, security, recognition, workload and variety, autonomy, advancement and more. The goal of any compensation package is to encourage employees to join, to stay, to develop skills, and to perform well (Gerhart & Newman, 2020, p. 323).

Answer the following questions:

• Compare the pros and cons of pay for performance.
• Examine how an organization, specifically the compensation department, can determine specific behaviors that motivate different levels within an organization.
• Identify one individual-based and one team-based incentive plan, and identify how they are accounted for within an HR budget.
• Analyze each plan as outlined and how each plan can increase organizational efficiency and effectivene