Plant Location Theory and practices

Sargant Florence’s Theory

Another theory of location, which has assumed great importance and acquired a wide popularity during recent year, is the one put forward by Professor Sargent Florence. He observed that the relation of an industry to an area is not so important as the relation of the distribution of the occupied population as a whole. It means he does not accept relation between industry and geographical area.

An ideal location is one where the cost of the product is kept to a minimum, with a large market share, the least risk, and the maximum social gain. Every entrepreneur is faced with the problem of deciding the best site for locating of his plant or factory. Selection of plant location is important for the success of an organization. The various factors affecting plant location selection decision are discussed below:

  • Nature of Product and Industry
  • Nearness to raw material
  • Proximity to market
  • Workforce Requirement
  • Availability of Power and Fuel
  • Availability of Water
  • Land
  • Transport and communication facilities
  • Climate
  • Total costs
  • Availability of Infrastructure
  • Suppliers Industries Location
  • Free Trade Zones
  • Political Risk
  • Government Policies
  • Environmental Regulation
  • Host Community
  • Competitive Advantage
  • Goodwill of Place
  • Personal Factors
  • Historical Religious Factors
  • Other Factors
  1. Nature of Product and Industry

Plant location decision is dependent on the nature of product to be produced and the nature of an industry. For example, if it is a chemical product, like sugar, where the manufacturing process emits a particular type of smell, this type of industry needs to be located far from the human communities. While if the industry is a chemical industry, which involves toxic element in manufacturing process, it must be located very far from cities to avoid tragedies like Bhopal Gas Tragedy.

  1. Nearness to raw material

If a raw material is heavy then it is also difficult to transport and if it is required in large quantity then the manufacturing plant has to be located at the site where such material is available. Otherwise cost of loading and transportation is huge. The time consumed and managerial inputs are more. As a result the economics of manufacturing goes out of scale and the product become uncompetitive. This is the same reason why Steel mills are located at Bihar and Sugar Mills near the sugarcane producing fields like Kolhapur in Maharashtra. Further natural products like fruits, milk undergo changes after harvesting and milking respectively. Their quality starts deteriorating and contamination begins to multiply. This results in low recoveries and higher cost of production. In such cases plant is located at the origin of the raw materials.

  1. Proximity to market

If the volume of a product is much bigger than the raw materials, like plastics products, or if the product is perishable, then the manufacturing plant is located near the market. Nearness to potential market minimizes the risk of deterioration and damage in transport. The organization needs to produce product which is close to the customer due to a time-based competition, trade agreements, and shipping costs benefits. Examples are, bottling plant of cold drinks, which are always near to the city. Some more examples are: Sub-contractors/Vendors-Automobile Industry (TATA,GM), Confectioneries, Food Products, Plastics Products, Electronic items (like T.V., Fridge) etc.

  1. Workforce Requirement

Some of the manufacturing operations require skilled workforce in its manufacturing operations. Skilled workforce itself requires well-cultured surrounding, opportunities of advancement through further studies and experience sharing, opportunities of advancement through further studies and experience sharing, recognisation, competition and recreational facilities. Normally such a facilitating environment is there in urban areas. One can establish such environment in rural areas but it is very costly and time-consuming process. Skilled workforce is available are urban places. So such plants are located very near to city. For example most of the software industries are located in Bangalore, Hyderabad and Pune. These cities have good educational and training institutions along with other promotional factors. Which are providing ample skilled workforce for the software industry. Some manufacturing operations require unskilled labour force which is available in rural areas. Hence labour intensive plants are located very away from the city in rural area.

  1. Availability of Power and Fuel

Industries consume power in large quantity. An industry will choose a site where there is uninterrupted and cheap power supply available. In place of power if coal or other materials are used as fuel their availability will locate the plants nearby.

  1. Availability of Water

Chemical industries, food industries use lot of water in their process. similarly, waste and bi-products of these industries are hazardous and required to be discharged in flowing water after treatment, So, one finds that chemical and pharmaceutical industries are located near to sea or river.

  1. Land

Locating a plant requires land. The land must be plane and good. Water should drain naturally. It should be free from all encroachments. It must have free and easy access. Land must be available not only as per present requirement but land must be available for future expansion. It should be available at very low cost, as it will reduce the capital investment.

  1. Transport and communication facilities

To gain the advantages of the nearness to the raw material or market, the most important thing is transport and communication facility. Every industry requires transport of raw materials, finished products as well as their workforce and support services. Availability of transport network facilitates the site selection. Cheaper transport reduces production costs. Similarly communication facilities form an integral part of any business.

  1. Climate

For the particular type of industry, the climate plays a very important role. Textile industries are located near coastal areas as the weaving of threads needs high humidity.

  1. Total costs

The basic objective of a plant location is to maximize the profits by minimizing the total cost of production.

Total costs = Fixed costs + Operational costs

Fixed costs include land and building cost and machines costs. Operational costs are the expenditures incurred on inputs, transformation process cost, and the distribution cost. Hence, the location is selected where the total cost is kept at a minimum.

  1. Availability of Infrastructure

Basic facilities of land, roads, power and water are called as infrastructure. Such facilities are not only essential but are backbone of the industry. Presence of these facilities makes management of manufacturing easy and at less cost whereas absence of the infrastructure makes manufacturing very difficult and costly.

  1. Suppliers Industries Location

Many times the well-established industrial areas attract new industries. For example, when General Motors started its operation in India, they chose Pune as their location, as all necessary part suppliers are available in the region.

  1. Free Trade Zones

India signed Free Trade Agreement (FTA) with Thailand in October 2003. Under the FTA, 82 auto components are covered under the Early Harvest Scheme, which will have zero custom duty when traded between India and Thailand. Such an agreement attracts industries to establish plants in either of the countries to get benefit of it.

  1. Political Risk

Political uncertainties have great impact on plant location decision. Political stability is essential for industrial growth. That political stability fosters industrial activity. The political stability builds confidence and political instability causes lack of confidence among the prospective and present entrepreneurs to venture into industry which is filled with risks.

  1. Government Policies

The policies of the state governments and local bodies concerning labour laws, building codes, safety, etc., are the factors that demand attention. In order to have a balanced regional growth of industries, both central and state governments in our country offer the package of incentives to entrepreneurs in particular locations. The incentive package may be in the form of exemption from a safes tax and excise duties for a specific period, soft loan from financial institutions, subsidy in electricity charges and investment subsidy. Some of these incentives may tempt to locate the plant to avail these facilities offered.

  1. Environmental Regulation

Due to recent issues of global warming, it is mandatory for all type of industries to follow the environmental regulation. Hence, the organizations are selecting locations decisions.

  1. Host Community

Plant location decision is greatly dependent on the nature of host community/society. It is political, supportive, or non-supportive.   Community’s perception about a factory is that either the product is for their development, if not they are against the product. What type of community facilities are provided in the region is also taken into consideration for a plant location. For example:

  1. Accommodation for employees
  2. Public transport like railway station, bus stand etc.
  3. Schools, post, banks, telephone, medical facilities
  1. Competitive Advantage

When new markets are coming up, organizations are selecting a plant location in that area to get competitive advantages. For example many MNCs are coming to India and China to tap this new upcoming market. Indian Management Institutes started their first offshore centers in UAE. Similarly Harvard Business School started MDO centre in Hyderabad.

  1. Goodwill of Place

Apart from all above factors, sometimes plant location is selected at some well-known places or prestigious places. Some examples are:

  1. Offices at Nariman Point In Mumbai
  2. IT industry in Pune/Bengaluru
  3. A company in Silicon Valley.
  1. Safety Requirements

Plant location must meet all essential safety requirements. Due to air, water and sound pollution, some factories have a bad effect on the health of the people. Therefore, these factories must be located away from residential areas. Safety of environment must also be given priority in this regards.

  1. Personal Factors

Sometimes personal factors play a very important role in selecting plant location. For example, Henry Ford started his factory in Detroit (USA) because he started his career there, where he created his Quadricycle. Most of the cooperative sugar factories are located in the political constituency of the chairman of the factory.

  1. Historical Religious Factors

With respect to service industry or related industry, where visitors number is important, he plant location is selected near a historical/religious places. For example, idol carving factory is always near historical temples.

  1. Other Factors

Apart from the above discussed factors, there may be one or more factors which can influence plant location decision. For example, special grants or Import.Export needs, the location might be selected in memories of someone for the purpose of rural development as part of a corporate social responsibility of big industrial houses or any other reason, availability of finance, facilities for expansion  etc.

Weber’s Theory of Location

Alfred Weber was a German Scientist who gave a systematic theory on industrial location. Weber, after a great lot of analysis and investigation, discovered the factors that causes and determine the location of industry into two broad divisions:

  1. Primary causes of regional distribution of industry (Regional Factors) and
  2. Secondary (agglomerative and deglomerative factors) that are responsible for location of industry.
  3. The Primary factors involve cost element as follow,
  • Cost of land
  • Cost of building, machines and other fixed cost
  • Cost of procuring materials, power and fuel
  • Cost of labour
  • Cost of transportation
  • Interest rates
  • Rate of depreciation of fixed capital

Secondary Factors

An agglomerative factor is an advantage or a cheapening of production or marketing which results from the fact that production is carried on to some considerable extent at one place while a deglomerative factor is a cheapening of production which results from the decentralization of production (production in more than one place).

Space requirement in Plant location

Principles of Plant Layout:

While designing the plant layout, the following principles must be kept in view:

(i) Principle of Minimum Movement:

Materials and labour should be moved over minimum distances; saving cost and time of transportation and material handling.

(ii) Principle of Space Utilization:

All available cubic space should be effectively utilized – both horizontally and vertically.

(iii) Principle of Flexibility:

Layout should be flexible enough to be adaptable to changes required by expansion or technological development.

(iv) Principle of Interdependence:

Interdependent operations and processes should be located in close proximity to each other; to minimize product travel.

(v) Principle of Overall Integration:

All the plant facilities and services should be fully integrated into a single operating unit; to minimize cost of production.

(vi) Principle of Safety:

There should be in-built provision in the design of layout, to provide for comfort and safety of workers.

(vii) Principle of Smooth Flow:

The layout should be so designed as to reduce work bottlenecks and facilitate uninterrupted flow of work throughout the plant.

(viii) Principle of Economy:

The layout should aim at effecting economy in terms of investment in fixed assets.

(ix) Principle of Supervision:

A good layout should facilitate effective supervision over workers.

(x) Principle of Satisfaction:

A good layout should boost up employee morale, by providing them with maximum work satisfaction.

Township Selection:

The factors to be considered regarding township selection are:

(i) Availability of men power of requisite skill

(ii) Competitive wage rates of workers

(iii) Other enterprises which are complementary or supplementary regarding raw materials, other input, labour and skill required.

(iv) Moderate taxes and the absence of restricting laws.

(v) A favourable cooperative and friendly attitude towards the industry.

(vi) Favourable living conditions and standards keeping in view the availability of medical and educational facilities, housing, fire service, recreational facilities, cost of living etc.

Advantages of Rural Area:

(i) The initial cost of land, erection cost of building and plant is less in rural area as compared to urban or city area.

(ii) Acquisition for additional area for extension work expansion of plant is possible without much difficulty whereas urban area being congested; the additional land is not easily available.

(iii) Rural areas are free form labour trouble which is most common in towns and cities.

(iv) Over crowding of working class population in cities is avoided.

Advantages of Urban Area:

(i) Better modes of transportation for collection and distribution of materials and finished products.

(ii) Availability to requisite type of labour for special and specific jobs is there.

(iii) Utilities like water, power, fuels etc. are easily available.

(iv) Industries do not need to construct colonies to provide residential facilities to their workers since houses are available on rental basis whereas in rural areas, houses have to be build for workers.

Layout

Product Layout (or Line Layout):

In this type of layout, all the machines are arranged in the sequence, as required to produce a specific product. It is called line layout because machines are arrange in a straight line. The raw materials are fed at one end and taken out as finished product to the other end.

Special purpose machines are used which perform the required jobs (i.e. functions) quickly and reliably.

Advantages:

  1. Reduced material handling cost due to mechanized handling systems and straight flow
  2. Perfect line balancing which eliminates bottlenecks and idle capacity.
  3. Short manufacturing cycle due to uninterrupted flow of materials
  4. Simplified production planning and control; and simple and effective inspection of work.
  5. Small amount of work-in-progress inventory
  6. Lesser wage cost, as unskilled workers can learn and manage production.

Process Layout (or Functional Layout):

In this type of layout, all machines performing similar type of operations are grouped at one location i.e. all lathes, milling machines etc. are grouped in the shop and they will be clustered in like groups.

Advantages:

  1. Greater flexibility with regard to work distribution to machinery and personnel. Adapted to frequent changes in sequence of operations.
  2. Lower investment due to general purpose machines; which usually are less costly than special purpose machines.
  3. Higher utilisation of production facilities; which can be adapted to a variety of products.
  4. Variety of jobs makes the work challenging and interesting.
  5. Breakdown of one machine does not result in complete stoppage of work.

Combination Layout:

In practice, plants are rarely laid out either in product or process layout form. Generally a combination of the two basic layouts is employed; to derive the advantages of both systems of layout. For example, refrigerator manufacturing uses a combination layout.

Process layout is used to produce various operations like stamping, welding, heat treatment being carried out in different work centres as per requirement. The final assembly of the product is done in a product type layout.

Fixed Position Layout:

It is also called stationary layout. In this type of layout men, materials and machines are brought to a product that remains in one place owing to its size. Ship-building, air-craft manufacturing, wagon building, heavy construction of dams, bridges, buildings etc. are typical examples of such layout.

Advantages and Disadvantages of Production and Operations Management

Advantages of Operations Management

Overall, operations management is a key factor for manufacturing organizations that wish to take their production to the next level.  Some notable advantages include:

Better Resource Management: Operations management processes focus on effectively managing all of your resources to ensure that their potential is being maximized. Resources can include physical machines as well as labor resources.

Profitability Management: When your operations are properly managed, it is easier for your company’s executives to rely on the production activity to get a better understanding of your revenue stream. They are then able to rely on that consistent information to find new ways to increase sales or come up with new product ideas.

Competitive Advantage: Being able to coordinate the multiple levels and components of your manufacturing organization means that things will run much more smoothly. Your production time will likely decrease, allowing you to deliver goods on time which is a crucial aspect of having great customer relations. This will allow you to promptly deliver great products and keep you ahead of the competition.

Advantages to consumers:

A well-planned production function will lead to good quality products, higher rate of production and lower cost per unit. The consumers will be benefitted from prices of goods and will get good quality products. The availability of goods will also be satisfactory and the consumers will be saved from a lot of botheration which may otherwise be caused by scarcity of products.

Advantages to Investors:

An enhancement in productivity will increase profitability of the business. The investors will get higher returns on investment if profitability is better. This will also result in appreciation of assets values and ultimately the prices of shares will go up which will also benefit investors.

Advantages to employees:

Higher productivity will benefit employees in the form of better remuneration, stability in employment, good working conditions, etc. Better productivity to a worker will give him job satisfaction and improve his morale.

Advantages to suppliers:

Every enterprise depends upon supplies of raw materials, finished goods, spare parts etc. The suppliers will always like to deal with a concern having sound financial position. The company and its suppliers will have an enduring relationship only if both are satisfied with each other’s dealings.

Advantages to the community:

The economic and social stability of a- community is linked with growth and development of its industrial structure. An overall improvement in productivity will improve economic welfare of the society.

Advantages to the nation:

The advantages of various segments of society improve welfare of a nation. Better production management will result in proper and economical use of natural resources and elimination of wastages. An improved industrial climate will bring all round development and prosperity.

Disadvantages of Operations Management

Human Error: Another prevalent problem within manufacturing operations is the fact that humans tend to be mistake-prone. Most of the time, this issue occurs during the transition from manufacturing to sale. Because of this, it is important to ensure that operations management is coordinating various areas effectively such as operations, marketing, finances, accounting, engineering, information, and human resources.

Multi-Level Dependency: One of the main disadvantages is that a large amount of the success of implementing operations management procedures requires coordination between the different components of the organization. Even if an effective plan is put in place, it will fail if it is not carried out in the proper manner by all components.

Application of artificial intelligence in production Management

Product development

Manufacturers can use digital twins before its physical counterpart is manufactured. This application enables businesses to collect data from the virtual twin and improve the original product based on data.

Design customization

Due to the shift toward personalization in consumer demand, manufacturers can leverage digital twins to design various permutations of the product. This allows customers to purchase the product based on performance metrics rather than its design.

Shop floor performance improvement

A digital twin can be used to monitor and analyze the production process to identify where quality issues may occur or where the performance of the product is lower than intended.

Logistics optimization

Digital twins allow manufacturers to gain a clear view of the materials used and provide the opportunity to automate the replenishment process.

Generative design

Generative design uses machine learning algorithms to mimic an engineer’s approach to design. Designers or engineers enter parameters of design (such as materials, size, weight, strength, manufacturing methods, and cost constraints) into generative design software and the software provides all the possible outcomes that can be created with those parameters. With this method, manufacturers quickly generate thousands of design options for one product.

Predictive maintenance

Manufacturers leverage AI technology to identify potential downtime and accidents by analyzing the sensor data. AI systems help manufacturers forecast when or if functional equipment will fail so its maintenance and repair can be scheduled before the failure occurs. Thanks to AI-powered predictive maintenance, manufacturers can improve efficiency while reducing the cost of machine failure.

Quality assurance

Quality assurance is the maintenance of a desired level of quality in a service or product. Assembly lines are data-driven, interconnected and autonomous networks. These assembly lines work based on a set of parameters and algorithms that provide guidelines to produce the best possible end-products. AI systems can detect the differences from the usual outputs by using machine vision technology since most defects are visible. When an end-product is lower quality than expected, AI systems trigger an alert to users so that they can react to make adjustments.

Edge analytics

Edge analytics provides fast and decentralized insights from data sets collected from sensors on machines. Manufacturers collect and analyzed data on edge to reduce time to insight. Edge analytics has three use cases in manufacturing:

  • Improving production quality and yield
  • Detecting early signs of deteriorating performance and risk of failure
  • Tracking worker health and safety by using wearables.

Robotics

Industrial robots, also referred to as manufacturing robots, automate repetitive tasks, prevent or reduce human error to negligible rate, and shift human workers’ focus to more productive areas of the operation. Applications of robots in plants vary. Applications include assembly, welding, painting, product inspection, picking and placing, die casting, drilling, glass making, and grinding.

Industrial robots have been in manufacturing plants since the late 1970s. With the addition of artificial intelligence, an industrial robot can monitor its own accuracy and performance, and train itself to get better. Some manufacturing robots are equipped with machine vision that helps the robot achieve precise mobility in complex and random environments.

Price forecasting of raw material

The extreme price volatility of raw materials has always been a challenge for manufacturers. Businesses have to adapt to the unstable price of raw materials to remain competitive in the market. AI powered software like Kantify can predict materials prices more accurately than humans and it learn from its mistakes.

Quality Checks

Internal defects of equipment cannot be detected easily. Sometimes experts are also unable to detect the flaws in products by observing their functionality. But, AI and ML technologies can do this efficiently. Minor flaws in machinery are detected with AI.

AI in manufacturing processes improves quality control. Smart AI solutions monitor the productivity of machinery. That’s why most of the manufacturing companies using Ai automation in their manufacturing routines. AI-based tools detect defects of products on the production line.

Forecast Product Demand

Artificial intelligence systems using predictive analytics can also forecast the product demand efficiently. AI tools for manufacturing collects data from various sources. Later, based on data, tools can accurately predict the product demand.

Price Forecasts

By analyzing historical data of product prices, machine learning algorithms can forecast the price of a product. Competitive prices always offer more profits to the companies.

Predicts Equipment Failure

Manufacturers face challenges with machinery failures. A product might look perfect from the outside, but it offers low performance when we use it. It affects productivity.

It is the second most reason behind the increased demand for AI in manufacturing. Manufacturing companies are deploying AI get information of equipment damages for ensuring excellent performance.

Need & Types of Production and Operations Management

Need

  • Supervision and control of transformation process for achieving good results.
  • Determining the production process by designing the product. The inputs are transformed into goods and services.
  • Deciding and procuring various inputs such as material, labour, land, equipment, capital.

Types of Production and Operations Management

Unit or Job type of production

This type of production is most commonly observed when you produce one single unit of a product. A typical example of the same will be tailored outfits which are made just for you or a cake which is made just like you want it.

Features of Unit production or Job Production:

  • Depends a lot on skill
  • Dependency is more on manual work than mechanical work
  • Customer service and customer management plays and important role

Batch Production:

Batch production pertains to repetitive production. It refers to the production of goods, the quantity of which is known in advance. Under batch system the work is divided into operations and one operation is done at a time. After completing the work on one operation it is passed on to the next operation and so on till the product is complete. Batch production may be explained with the help of an example. A company wants to manufacture 50 electric motors. The work will be divided into different operations. The first operation on all the motors will be completed in the first batch and then it will pass on to the next operation.

The second group of operators will complete the second operation before passing to the next and so on. Under job production the same operators will manufacture full machine and not one operation only. Batch production can fetch the benefits of repetitive production to a considerable degree, provided the batch is of a sufficient quantity. Thus batch production may be defined as the manufacture of a product in small or large batches or lots by a series of operations, each operation being carried out on the whole batch before any subsequent operation is operated.

Mass Production or Flow production

One of the best examples of mass production is the manufacturing process adopted by Ford. Mass production is also known as flow production or assembly line production. It is one of the most common types of products used in the automobile industry and is also used in industries where continuous production is required.

An Assembly line or mass production plant typically focus on specialization. There are multiple workstations installed and the assembly line goes through all the workstations turn by turn. The work is done in a specialized manner and each workstation is responsible for one single type of work. As a result, these workstations are very efficient and production due to which the whole assembly line becomes productive and efficient.

Products which are manufactured using mass production are very standardized products. High sophistication is used in the manufacturing of these products. If 1000 products are manufactured using mass production, each one of them should be exactly the same. There should be no deviation in the product manufactured.

Features of Mass Production

  • Mass production is generally used to dole out huge volumes of the product
  • It is used only if the product is standardized
  • Demand does not play a major role in a Mass production. However, production capacity determines the success of a mass production.
  • Mass production requires huge initial investment and the working capital demand is huge too.

Continuous Production System

the items are produced for the stocks and not for specific orders. Before planning manufacturing to stock, a sales forecast is made to estimate likely demand of the product and a master schedule is prepared to adjust the sales forecast according to past orders and level of inventory. Here the inputs are standardized and a standard set of processes and sequence of processes can be adopted. Due to this routing and scheduling for the whole process can be standardized.

After setting of master production schedule, a detailed planning is carried on. Basic manufacturing information and bills of material are recorded. Information for machine load charts, equipment, personnel and material needs is tabulated. In continuous manufacturing systems each production run manufactures in large lot sizes and the production process is carried on in a definite sequence of operations in a pre-determined order. In process storage is not necessary which in turn reduces material handling and transportation facilities. First in first out priority rules are followed in the system. In short, here the input-output characteristics are standardized allowing for standardization of operations and their sequence.

  • This system does not involve diverse work, due to which routing standardized route and schedule sheets are prepared.
  • In case of standard products meant for mass production, master route sheets are prepared for more effective co- ordination of various departments.
  • Scheduling is required to rate the output of various standard products in their order of priority, operations and correct sequence to meet sales, requirements.
  • Work relating to dispatching and follow-up is usually simple. Dispatch schedules can be prepared well in advance in such systems.

Volatility, Uncertainty, Complexity and Ambiguity (VUCA) in Production and Operation

VUCA is an acronym first used in 1987, drawing on the leadership theories of Warren Bennis and Burt Nanus to describe or to reflect on the volatility, uncertainty, complexity and ambiguity of general conditions and situations; The U.S. Army War College introduced the concept of VUCA to describe the more volatile, uncertain, complex and ambiguous multilateral world perceived as resulting from the end of the Cold War. More frequent use and discussion of the term “VUCA” began from 2002 and derives from this acronym from military education. It has subsequently taken root in emerging ideas in strategic leadership that apply in a wide range of organizations, from for-profit corporations to education.

VUCA world shows the unpredictable nature of the world at stake like the situation of COVID 19 we are in right now. The deeper meaning of each element of VUCA serves to enhance the strategic significance of VUCA foresight and insight as well as the behaviour of groups and individuals in organizations. It discusses systemic failures and behavioural failures, which are characteristic of organisational failure.

  • V = Volatility: the nature and dynamics of change, and the nature and speed of change forces and change catalysts.
  • U = Uncertainty: the lack of predictability, the prospects for surprise, and the sense of awareness and understanding of issues and events.
  • C = Complexity: the multiplex of forces, the confounding of issues, no cause-and-effect chain and confusion that surrounds organization.
  • A = Ambiguity: the haziness of reality, the potential for misreads, and the mixed meanings of conditions; cause-and-effect confusion.

A VUCA environment can:

  • Destablize people and make them anxious.
  • Sap their motivation.
  • Thwart their career moves.
  • Make constant retraining and reshaping a necessity.
  • Take huge amounts of time and effort to fight.
  • Increase the chances of people making bad decisions.
  • Paralyze decision-making processes.
  • Jeopardize long-term projects, developments and innovations.
  • Overwhelm individuals and organizations.
  • Take its toll on internal culture.

“Bleed” inwards and create VUCA environments within organizations.

These elements present the context in which organizations view their current and future state. They present boundaries for planning and policy management. They come together in ways that either confound decisions or sharpen the capacity to look ahead, plan ahead and move ahead. VUCA sets the stage for managing and leading.

The particular meaning and relevance of VUCA often relates to how people view the conditions under which they make decisions, plan forward, manage risks, foster change and solve problems. In general, the premises of VUCA tend to shape an organization’s capacity to:

  • Anticipate the Issues that Shape
  • Understand the Consequences of Issues and Actions
  • Appreciate the Interdependence of Variables
  • Prepare for Alternative Realities and Challenges
  • Interpret and Address Relevant Opportunities

Failure in itself may not be a catastrophe, but failure to learn from failure definitely is. It is not enough to train leaders in core competencies without identifying the key factors that inhibit their using the resilience and adaptability that are vital in order to distinguish potential leaders from mediocre managers. Anticipating change as a result of VUCA is one outcome of resilient leadership. The capacity of individuals and organizations to deal with VUCA can be measured with a number of engagement themes:

  • Knowledge Management and Sense-Making
  • Planning and Readiness Considerations
  • Process Management and Resource Systems
  • Functional Responsiveness and Impact Models
  • Recovery Systems and Forward Practices
  • Systemic failures
  • Behavioural failures

Volatility

Volatility is the V component of VUCA. This refers to the different situational social-categorization of people due to specific traits or reactions that stand out during that particular situation. When people react/act based on a specific situation, there is a possibility that the public categorizes them into a different group than they were in a previous situation. These people might respond differently to individual situations due to social or environmental cues. The idea that situational occurrences cause certain social categorization is known as volatility and is one of the main aspects of the self-categorization theory.

Sociologists use volatility to understand better how stereotypes and social-categorization is impacted based on the situation at hand as well as any outside forces that may lead people to perceive others differently. Volatility is the changing dynamic of social-categorization in a set of environmental situations. The dynamic can change due to any shift in a situation, whether it is social, technical, biological or anything of the like. Studies have been conducted, but it has proven difficult to find the specific component that causes the change in situational social-categorization.

Uncertainty

Uncertainty in the VUCA framework is almost just as it sounds: when the availability or predictability of information in events is unknown. Uncertainty often occurs in volatile environments that are complex in structure involving unanticipated interactions that are significant in uncertainty. Uncertainty may occur in the intention to imply causation or correlation between the events of a social perceiver and a target. Situations where there is either a lack of information to prove why a perception is in occurrence or informational availability but lack of causation are where uncertainty is salient.

The uncertainty component of the framework serves as a grey area and is compensated by the use of social categorization and/or stereotypes. Social categorization can be described as a collection of people that have no interaction but tend to share similar characteristics with one another. People have a tendency to engage in social categorization, especially when there is a lack of information surrounding the event. Literature suggests that there are default categories that tend to be assumed in the absence of any clear data when referring to someone’s gender or race in the essence of a discussion.

Often individuals associate the use of general references (e.g. people, they, them, a group) with the male gender, meaning people. This instance often occurs when there is not enough information to clearly distinguish someone’s gender. For example, when discussing a written piece of information most people will assume the author is a male. If an author’s name is not available (lack of information) it is difficult to determine the gender of the author through the context of whatever was written. People will automatically label the author as a male without having any prior basis of gender, placing the author in a social category. This social categorization happens in this example, but people will also assume someone is a male if the gender is not known in many other situations as well.

Complexity

Complexity is the “C” component of VUCA, that refers to the interconnectivity and interdependence of multiple components in a system. When conducting research, complexity is a component that scholars have to keep in mind. The results of a deliberately controlled environment are unexpected because of the non-linear interaction and interdependencies within different groups and categories.

In a sociological aspect, the VUCA framework is utilized in research to understand social perception in the real world and how that plays into social categorization as well as stereotypes. Galen V Bodenhausen and Destiny Peery’s article Social Categorization and Stereotyping In vivo: The VUCA Challenge, focused on researching how social categories impacted the process of social cognition and perception. The strategy used to conduct the research is to manipulate or isolate a single identity of a target while keeping all other identities constant. This method creates clear results of how a specific identity in a social category can change one’s perception of other identities, thus creating stereotypes.

There are problems with categorizing an individual’s social identity due to the complexity of an individual’s background. This research fails to address the complexity of the real-world and the results from this highlighted an even great picture about social categorization and stereotyping. Complexity adds many layers of different components to an individual’s identity and creates challenges for sociologists trying to examine social categories. In the real world, people are far more complex compared to a modified social environment. Individuals identify with more than one social category, which opens the door to a deeper discovery about stereotyping. Results from research conducted by Bodenhausen reveals that there are certain identities that are more dominant than others. Perceivers who recognize these specific identities latch on to it and associate their preconceived notion of such identity and make initial assumptions about the individuals and hence stereotypes are created.

Ambiguity

Ambiguity is the “A” component of VUCA. This refers to when the general meaning of something is unclear even when an appropriate amount of information is provided. Many get confused about the meaning of ambiguity. It is similar to the idea of uncertainty but they have different factors. Uncertainty is when relevant information is unavailable and unknown, and ambiguity where relevant information is available but the overall meaning is still unknown. Both uncertainty and ambiguity exist in our culture today. Sociologists use ambiguity to determine how and why an answer has been developed. Sociologists focus on details such as if there was enough information present, and did the subject have the full amount of knowledge necessary to make a decision. and why did he/she come to their specific answer.

Ambiguity leads to people assuming an answer, and many times this leads assuming ones race, gender, and can even lead to class stereotypes. If a person has some information but still doesn’t have the overall answer, the person starts to assume his/her own answer based on the relevant information he/she already possesses. For example, as mentioned by Bodenhausen we may occasionally encounter people who are sufficiently androgynous to make it difficult to ascertain their gender, and at least one study suggests that with brief exposure, androgynous individuals can sometimes be miscategorized on the basis of gender-atypical features (very long hair, for a man, or very short hair, for a woman. Overall, ambiguity leads to the categorization of many. For example, it may lead to assuming ones sexual orientation. Unless a person is open about their own sexual orientation, people will automatically assume that they are heterosexual. But if a man possesses feminine qualities or a female possesses masculine qualities then they might be portrayed as either gay or lesbian. Ambiguity leads to the categorization of people without further important details that could lead to untrue conclusions.

Requisites of Good Measure of Dispersion

A measure of dispersion indicates the scattering of data. It explains the disparity of data from one another, delivering a precise view of their distribution. The measure of dispersion displays and gives us an idea about the variation and the central value of an individual item.

In other words, dispersion is the extent to which values in a distribution differ from the average of the distribution. It gives us an idea about the extent to which individual items vary from one another, and from the central value.

  • It should be rigidly defined.
  • It should not be unduly affected by extreme items
  • It should be based on all the observations.
  • It should be amicable to further algebraic treatment.
  • It should be lest affected by fluctuations of sampling.
  • It should be simple to understand and easy to calculate.

Employee Counselling: Meaning Definitions, Objectives, Skills and Techniques

The management is concerned with these problems as they are interested in the well-being and development of employees and they would like to deal with their abnormal behaviour which might disrupt work and demotivate other employees.

Counselling has been defined as a process which takes place in one-to-one relationship between an individual beset by problems with he cannot cope alone and a professional worker whose training and experience have qualified him to help other reach solutions to various types of personal difficulties.

Counselling is concerned with bringing out a voluntary change in the client. The counsellor provides help to achieve the desired change or make suitable changes. The client alone is responsible for the decisions, though the councilor may assist the client by his warmth and understanding relationship.

Counselling is the process of helping other persons to find solutions to their problems and anxieties. The person carrying out Counselling is known as counsellor and the person being counselled is called counselee or client.

Keith Davis defines the term Counselling as “discussion of emotional problems with an employee with the general objective of decreasing it”.

The aim of counselling is to provide help and support to the employee during the difficult times of their lives to enable them to face problems and challenges successfully. It is generally conducted as a private face-to-face meeting between the employee and the counsellor where the counsellor attempts to understand the employee’s problems and give him suggestions.

Employees may face problems in their personal or professional life which may start affecting their performance and work place behaviour. When a person faces some difficulties, his stress level would increase and start having a negative influence on his work performance.

Objectives

  • Provide an opportunity for the employee to discuss his frustration, tension, conflicts, concerns and problems.
  • Understand his behaviour and reasons for such behaviour.
  • Help the employee to realise his potential.
  • Help him to understand his strengths and areas for development.
  • Understanding the work environment.
  • Improve his personal and interpersonal effectiveness.

Characteristics:

  • Service offered to employees.
  • Service is conducted in organisation.
  • Focus is on problems faced by employees.
  • Objective of counselling is problem solution.
  • Employee counselling serves all concerned.
  • Employee counselling is a continuous process.
  • Role of counsellor is important in counselling.
  • Half knowledge is a dangerous thing, is completed through counselling.

Function

Reorientation:

It involves a change in the employee’s psychic self through a change in basic goals and values. Mostly, it needs a revision of the employee’s level of aspiration to bring it more in line with actual attainment. It is largely a job of the professional counsellor.

Advice:

One of the important functions of counselling is offering advice “to the counselee.” The counsellor has to understand the problem of the counselee completely, before offering advice and suggesting a course of action.

Clarified Thinking:

Another function of counselling is that of clarified thinking. As emotional blocks to straight thinking are relieved while narrating the problems to the counsellor, one begins to think more rationally. Clarified thinking tends to be a normal result of emotional release, but a skilled counsellor can act as a catalyst to bring about clear thinking more quickly. The client begins to accept responsibility for his own problems and strives to be more realistic in solving them.

Release of Emotional Tension:

Releasing emotional tension is an important function of counselling. People feel emotional release from their frustration after counselling. Release of tension may not solve the entire problem, but it removes mental blocks to the solution.

Reassurance:

In order to give courage to face a problem confidently, counselling provides employees with reassurance. Normally reassurance is not acceptable to the counselee. However, it is useful in some situations.

Communication:

Counselling helps improve both upward and downward communications. In an upward direction, it is a key for employees-to make the management know their feeling. Counselling initiates an upward signal. Another part of the counsellor’s job is to discover emotional problems relating to company’s policies and to interpret those problems to top management.

Skills

  • Counsellor should be a morale booster for the employee
  • Counsellor should be unbiased and must never compare one employee with other employees
  • Counsellor should have warm manners and social etiquettes
  • He/she must be well versed in excellent communication skills
  • The counsellor should possess professional qualifications, experienced, maturity
  • Effective listening skill
  • Pleasing personality
  • Immense Patience
  • Compassionate approach
  • Non-judgmental towards a problem or an employee
  • Research-Oriented as counselling is an ever evolving profession
  • Empathetic and sympathetic towards the employees
  • Discrete outlook
  • Ever encouraging to employees to come forward for redressal.
  • Employee counselling has a positive impact on the employee’s life as their problems are solved and they lead a stress free life.

Techniques

Directive Counselling:

As the name implies, directive counselling is a process of directing the employees to solve their emotional problems through advice, reassurance, communication, release of tension. The counsellor deals with the emotional problem of the employee patiently, and then decides with the employee what to do and then motivating the employee to do it.

The counsellor takes an active part in discussing every aspect of the problem and helps in devising the solution and suggests the ways to get it. It is assumed that the counsellor is superior to counselee and knows what to do.

Non-Directive Counselling:

Non-directive or client-centred counselling is the process of skillfully listening and encouraging a counselee to explain bothersome emotional problems, understand them and determine the course of action. The central point in such type of counselling is the counselee and not the counsellor. This technique is mostly used by professional counsellors but managers can also practise it in their organisation.

The role of a counsellor is simply to listen to the person and try to understand his feelings and encourage to discover and follow improved course of action. He should not suggest or reassure any course of action rather he should accept his feelings without any judgment.

He should also avoid blame or praise or doubts during the course of counselling otherwise the role of counsellor will change because it may be possible that the person may not come out with his true feelings and the very purpose of such counselling may be defeated.

The counsellor throughout the interview should attempt to ask discerning questions, restate ideas, clarify feelings and understand why these feelings exist. There exists a fluid and sensitive relationship between the counsellor and counselee that requires minute attention to every detail in the overall situation.

Co-Operative Counselling:

Employers make limited use of non-directive counselling because it requires professional counsellors and is costly. On the other hand, directive counselling is often not accepted by modern, independent and democratic employees. This is why that organisations in general use counselling which falls between the two extremes of directive and non-directive counselling.

This moderate, or middle-of-the-road approach, is called ‘co-operative counselling’. It is called ‘co-operative’ because it uses the co-operative efforts of both the counsellor and the counselee. It is neither entirely counsellor-centred nor counselee- centred. In fact, it requires that both of them come forward with their varied knowledge, perspectives and insights to resolve the counsel’s problems in a work-together” setting.

Keith Davis has defined co-operative counselling as “a mutual discussion of an employee’s emotional problem and a co-operative effort to set up conditions that will remedy it.” Co-operative counselling starts with the listening technique of non-directive counselling but as the interview progresses, the counsellor plays a much more important and positive role than he plays in non-directive technique.

The counsellor initiates the discussion and discusses the problem with the employee from his broader perspective of the organisation, thus, throwing various perspectives before the employees for comparison.

Co-operative counselling applies four functions of counselling, i.e., reassurance, communication, release of tension and clarified thinking. It has no room for advice. If reorientation is needed, the counsellor refers the employee to a professional counsellor. If direct action is required, the manager takes the action but he does so in his capacity as a direct superior and not as a counsellor.

Dual system of payment for the same job position

One of the approaches for structuring payroll and employment for assignments overseas is through running a dual payroll. This method offers the greatest flexibility for preserving and enhancing employee benefits and tax advantages between the home and host country. Dual payroll can be more complex to manage for human resources, but for longer assignments or high-value employees it may be worth the effort of implementation.

Dual employment works by using split payroll methods for both taxation and pension contribution reasons. In dual employment, two contracts are used, where the employee has a contract in both the home and host country. The home country agreement will preserve the existing employment relationship, effectively ‘suspending’ employment for the duration of the foreign assignment.

Two-Tier Wage System Essentials

In a two-tier wage system, the business owner negotiates with the union to install two separate wage structures for existing and new workers. Existing members of the union continue to receive pay, wage increases and benefits as defined by the previous agreement. New workers who join the union receive a lower starting wage, lower peak wage and often a less-substantive benefits package.

Employee Division

Two-tiered wage systems also provide the business with the advantage of a more divided work force. While workers receiving wages and benefits under the old agreement probably remain more or less satisfied, new workers receiving reduced pay and benefits for equivalent work often resent their better paid coworkers. This internal conflict among union members makes it more difficult for the union to bargain collectively, as new and senior workers view the situation in different terms. For example, when new workers want to push for wage renegotiation, senior union members maintain a vested interest in protecting their existing wages and benefits. The business, on the other hand, gets to avoid the issue while the union tries to sort out its internal strife.

Long-Term Cost Reductions

The business also stands to see long-term labor cost reductions. As older, higher-paid union members retire, the business can replace them with less-expensive workers.

Short-Term Cost Reduction

One of the advantages of a two-tier wage system is that the business enjoys a short-term cost reduction for all new workers that join the union. The total budget for wages and benefits the business must allocate goes down, while production remains consistent. The reduction in labor costs also lowers unit costs for each product. Lower unit costs allow the business to enjoy a larger profit margin on products by maintaining current pricing or to reduce prices to improve their competitiveness.

Benefits of Dual Payroll

  • Ensures that local employee contract and labor laws are adhered to, and are made part of the host country employment agreement.
  • The original employment agreement in the home country, (or an amendment drafted for the purpose of the assignment) will preserve home country employment benefits for the employee.
  • Offers continuity and stability to the employee while on assignment, adding attraction to the overseas position.
  • Maintains specific time related employee benefits at home such as accrued leave, seniority, salary rates and pension contributions.

How to Set Up a Dual Payroll

  • Draft a home country employment agreement (or amendment) that preserves the employment relationship for the length of the assignment.
  • Draft a host country employment agreement that reflects that jurisdiction’s employment laws, as well as compensation and benefits in kind.
  • Establish a local payroll through a service provider to administer the host country payroll, tax withholding and statutory contributions.
  • Continue to make necessary withholdings and contributions through the home country payroll.
  • Review applicable tax treaties that would grant relief from making tax and statutory contributions in both countries.
  • Termination upon conclusion of the assignment should adhere to host country laws to avoid unlawful termination claims.

Merit-based pay, skill-based pay, and competency-based pay

Merit-based pay

Merit pays, merit increase or pay for performance, is performance-related pay, most frequently in the context of educational reform or government civil service reform (government jobs). It provides bonuses for workers who perform their jobs effectively, according to easily measurable criteria.

Merit pay is the type of compensation a company uses to reward higher-performing employees with ongoing additional pay. Merit pay is sometimes called incentive pay or pay-for-performance, and it involves giving employees base pay increases or bonuses based on their performance. Merit pay may take the place of simple pay raises, compensation increases based on employee seniority or general cost-of-living adjustments.

Advantages

Companies may choose merit pay as their compensation model based on its potential benefits. These advantages include:

  • Attracting top talent: Offering merit-based pay can help a company attract confident talent. Top employees who know their worth and believe in their skills are generally eager to have their pay tied to their performance.
  • Clarifying expectations: When compensation is related to their performance, employees have clear guidance regarding what their employer considers exceptional work. In that way, merit pay can help differentiate critical tasks and low priority undertakings.
  • Identifying employee rankings: Employers can use merit evaluations to create a ranked list of employees by strength. Top performers receive the highest merit pay and underperforming employees receive less or no merit pay.
  • Making company objectives clear: When companies tie compensation increases to accomplishing goals, they make their business objectives real to their employees. Presenting an actionable to-do list that leads to more pay takes vision and mission statements from concepts to reality.
  • Increasing productivity and efficiency: When employees know there are financial rewards for quality work, they are more likely to self-motivate. Merit pay can help combat workplace complacency.
  • Generating healthy competition: In a positive corporate culture, merit pay can inspire employees to compete to produce the best results. When pay increases are directly related to accomplishing company goals, both top performers and the business itself are winners.

Disadvantages

  • Subjectivity of application: Even when merit pay is based on objective goals, managers may still award it subjectively.
  • Perceived favoritism: Employees who are not satisfied with their merit pay may feel like there is manager favoritism toward other employees, regardless of their performance reviews.
  • Use of resources better spent elsewhere: Merit pay systems require a business to develop competencies, determine measurements and create performance baselines in addition to scheduling and holding actual evaluations, so they require a lot of resources. Not all businesses can implement merit pay because they need to use those resources for the profit-driving aspects of the business.
  • Managerial burden: Thoughtful completion of the merit pay process takes a lot of work from managers. Since no two managers are the same, some may be more up to the challenge than others. Managers who have better communication skills, for example, may find it easier to express what employees need to do to qualify for merit increases.
  • Morale implications: Merit pay can have negative implications on company morale. Some employees may be discouraged by what they see as unequal rewards for the same work, while others may feel like they are being compensated similarly to other employees whose work they view as subpar.
  • Unfounded expectations: Merit pay can lead employees to expect the same increase year after year, regardless of budgetary restraints and changes in employee behavior.
  • Unhealthy competition: In less positive company cultures, the promise of merit pay may encourage employees to act selfishly instead of in the company’s best interest.

Skill-based pay

Skill-based pay is a salary system that determines an employee’s pay based on his or her knowledge, experience, education or specialized training. Depending on the company, the employee might also receive a higher salary for earning formal certification in his or her industry.

Skill-Based Compensation Program

  • Identify the skill profiles you have in your company. We differentiate between three different skill profiles as outlined below:
  • Breadth: Being able to perform in different work settings and environments and have transferable skills that can be used in an agile work environment. In the past, this was oftentimes associated with a unionized environment where skills to work across different machinery were rewarded. In today’s digital world, this may be comparable to a full stack developer someone with broad technical skills that can work across multiple platforms. This could also be a software architect who understands how different aspects of an application interconnect.
  • Depth: Becoming a deep expert in a subject matter. An example today would be a software engineer who develops deep understanding of one programming language but also is able to write a code that is non-repetitive, efficient, maintainable and dependable.
  • Self-management and Management of others: Optimizing self-management or management of others; for example, software development teams that organize themselves effectively and efficiently. In an agile software development environment, the developers’ teams not only ensure information flow between themselves but also to the outside world (e.g., the client or the business sponsor). This can also mean the team is able to absorb new business requirements that may impact various aspects of the development process.

Identify the specific skills your company needs. As a first step, the business needs to assess their skill requirements and measure their current skill base against their internal benchmark. This can be done internally or with outside help.

Assess your current workforce. Once you take time to evaluate the current skills among your workforce, you’ll be able to identify and map out skills gaps. When considering a skill-based compensation model, it may make sense to look outside your organization to determine how readily available talent with the skills you need are and what it will cost to bring them into the organization vs. upskilling and retraining your current workforce. If there’s a need for hiring new talent, there a few things to be considered:

  • How much will the talent cost to the company?
  • Will there be compression issues to hire new talent with the skills you need?
  • What is the risk of losing new talent in the next two years?
  • How much will it cost the company to train employees with adjacent skills to get up to speed instead of hiring new talent?

Establish a skill-based bonus system with internal and external certification. Training and certifying employees are key to a skill-based compensation model. This can be done through your own training departments or with the help of external online certification centers or universities. Traditional manufacturing companies that used skill-based compensation models had an easier time identifying the training employees needed as they were often geared around a process and machinery. In the digital world, determining the necessary training requires an in depth understanding of your business goals in the future and what skills are needed to meet these demands.

Advantages

  • It enhances productivity and quality through better use of human resources.
  • It facilitates technological change, which may meet with resistance in a purely job-based system.
  • The higher pay levels, continuous training, and job enlargement through the broadening of skills, tend to reduce staff turnover.
  • Elimination of unnecessary jobs can result from a workplace having broad, rather than narrow, skills. It also reduces the need for supervision.
  • Job satisfaction is engendered through employees having greater control over the planning and implementation of their work.
  • Broadening of skills leads employees to develop a better perspective of operations as a whole.
  • It is an incentive for self-development.
  • It provides employment security through skills enhancement.
  • It reduces the need to look to promotion to higher levels (which are always limited) as the only way to enhance earnings, and it facilitates the planning of an employee’s career development path.
  • Since the reward flows from the application of a skill and it does not reduce opportunities for others to similarly increase their skills and earnings, there is likely to be less competition among individuals.
  • Since the pay increases on account of skills are linked to a measurable standard, the criticism of subjectivity often associated with performance appraisals and individual-based performance-related pay, is avoided

Competency-based pay

Competency-based pay has the advantage of being simple to structure and utilizes readily accessible salary tables. One unique disadvantage of the salary structure is it can be difficult to alter during times of economic hardship. Competency-based pay might also be known as skills-based and knowledge-based pay.

Advantages

  • Individual self-motivation: Instead of basing pay on seniority and job level, the employee achieves as much as they’re willing to and is rewarded for it.
  • Company-wide motivation: Competency-based pay encourages a culture of self-motivation and self-improvement within the company. It can create a company of employees who are actively seeking to improve their skills and finding new ways to contribute to the company. Competency-based pay helps to tie your company’s culture directly to the success of the company.
  • Increased transparency: Employees will better understand what they have the potential to earn with a competency-based pay system and what skills they need to acquire to reach the pay they desire.
  • Reduced turnover: Employee turnover is costly for a company, and a competency-based pay plan curbs that by helping employees feel that their skills and knowledge are important to the company, which improves retention.

Disadvantages of competency-based pay

  • Sometimes competition within the organization can lead to a disjoint in a team, which affects overall output
  • In some cases, competency-based pay can lead to favouritism towards a particular employee

Importance

When businesses become flatter eliminating non-value adding activities, competency-based pay may complement the move by assigning value to an employee’s work in terms of the competencies that enable the staff member to perform effectively in his role. It rewards employees by better compensation and benefits for the skills, knowledge and behaviors important for personal performance and organizational success and not just for the activities they perform.

Competency based pay encourages better performance and facilitates lateral career development. It is suitable in organizations where there is an over-emphasis on outputs, fit with a performance appraisal is required, cultural change towards greater flexibility is sought. A compensation based on an employee’s performance is also appreciated by an employee.

Team based pay

Team-based-pay provides rewards to teams or groups of employees carrying out similar and related work linked to the performance of the team. As described by Armstrong and Ryden (1996), team pay is usually paid in the form of a bonus shared among team members in proportion to their base rate of pay. Individual team members may be eligible for competence related or skill based pay, but not for performance related Pay.

In team based pay systems the payments reflect the measurable goals of the team. The aim of team based pay is to strengthen the team through incentives building a coherent, mutually supportive group of people with a right level of involvement. Team based pay promotes team working and cooperation among team members. It promotes multi-skilling.

A team based pay acts as an incentive for the team to improve the performance of the complete team. It also encourages the laggards of the team to improve and meet the team standards.

Sometimes, team members show resistance as they feel recognition of individual effort is more important. The team members do not want to adhere to the group norms and feel pressurized while working. The peer group pressure can also be helpful in raising the performance of the whole team.

Contribution related pay

Contribution Related pay is a relatively new concept that has been developed principally by the pay experts Duncan, Brown & Michael Armstrong. It is complex to manage contribution pay system. As it raises the expectation amongst individuals that if they achieve a set of targets & improve their skills & competencies each year they shall get a continual payout.

Contribution is what people do to bring about a result. As an individual contribute to the achievement of the purpose of their role. In relation to performance management and pay, the contribution is a more general concept, which describes the overall part people play generating results.

Contribution-related-pay can be defined as a process for making pay decisions that are based on assessments of both the outcomes of the work undertaken by individuals and the level of skill and competence required for that level.

Contribution -related-pay can work effectively with a pay structure, which has pay slabs. Here the delivery of the pay should be based on performance. Competence and career progression considerations.

As per (Brown 1998) contribution-related pay means paying for results including competence for the last year’s performance and the expected performance in future. This pay works by applying the mixed model of performance management. It involves assessing the inputs, the outputs and coming to a conclusion by deciding the pay.

The first approach to contribution-related-pay is to collect information regarding the competence of an individual and what he/ she has delivered. Similarly an overview of performance in achieving objectives or meeting the performance standards can be done. The information is then combined and clubbed to be compared with others in similar roles to decide for change in pay.

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