Defining Competitiveness

1. Chapter 7 Defining Competitiveness

2. Learning ObjectivesAfter discussing Chapter 7, students should be able to: • Explain the importance of external competitiveness to the pay model. • Discuss the factors that influence external competitiveness. • Discuss the differences among labor market, product market, and organizational factors in determining external competitiveness. • Explain the different pay policy positions and the consequences of using each.

3. What Is External Competitiveness? External competitiveness refers to pay relationships among organizations - an organization’s pay relative to its competitors.

4. How Is External Competitiveness Expressed? • Setting a pay level • Above, • Below, or • Equal to competitors, and • Determining mix of payforms relative to thoseof competitors

5. What Is Pay Level? Pay Forms? Pay level refers to the average of the array of rates paid by an employer  Base + Bonuses + Benefits + Options / Employees Pay forms refer to the mix of the various types of payments that make up total compensation.

6. Control Labor Costs Attract and Retain Employees Pay Level and Pay Mix: Two Objectives

7. Number of Employees Average Pay Level Labor Costs Base Pay + Increases + Benefits + Allowances + Perquisites Pay Level Decisions Impact Labor Cost = x

8. Exhibit 7.1: One Company’s Market Comparison: Base vs. Total Compensation Pay Level Decisions Affect Abilityto Attract and Retain Employees

9. Pay Level Decisions Affect Abilityto Attract and Retain Employees • Exhibit 7.2: Two Companies: Same Total Compensation, Different Mixes

10. LABOR MARKET FACTORS Nature of Demand Nature of Supply PRODUCT MARKET FACTORS Degree of Competition Level of Product Demand EXTERNAL COMPETITIVENESS ORGANIZATION FACTORS Industry, Strategy, Size Individual Manager Exhibit 7.3: What ShapesExternal Competitiveness?

11. How Labor Markets Work • Theories of labor markets begin with four assumptions • Employers always seek to maximize profits • People are homogeneous and therefore interchangeable • Pay rates reflect all costs associated with employment • Markets faced by employers are competitive • Demand and supply for business school graduates • Exhibit 7.4

12. Exhibit 7.4: Supply and Demand for Business School Graduates in the Short Run $100,000 Supply Demand $50,000 Pay for business graduates $25,000 100 1000 Number of business graduates available

13. Labor Demand • Analysis of labor demand indicates how many employees will be hired by an employer • In the short run, an employer cannot change any factor of production except human resources • An employer’s level of production can change only if it changes the level of human resources • An employer’s demand labor coincides with the marginal product of labor • Marginal product of labor • Additional output associated with employment of one additional human resources unit, with other production factors held constant • Marginal revenue of labor • Additional revenue generated when firm employs one additional unit of human resources, with other production factors held constant • Exhibit 7.5

14. Exhibit 7.5: Supply and Demand at the Marketand Individual Employer Level Market level Employer level $100,000 $100,000 Marginal revenue product Demand Pay for business graduates Pay for business graduates $50,000 $50,000 Supply to individual employer Supply $25,000 $25,000 0 5 10 15 20 25 Number of business graduates available Number of business graduates available

15. Labor Supply • Assumptions about behavior of potential employees • Many people are seeking jobs • They possess accurate information about all job openings • No barriers to mobility among jobs exist • Upward sloping supply curve assumes that as pay increases, more people are willing to take a job • However, if unemployment rates are low, offers of higher pay may not increase supply

16. Exhibit 7.6: Modifications to the Demand Side Theory Prediction So What? Work with negative characteristics requires higher pay to attract workers. Job evaluation must collect and compensable factors most capture these negative characteristics. Compensating differentials Above-market wages will improve efficiency by attracting workers who will perform better and be less willing to leave. Staffing programs must have the capability of selecting the best employees. Work must be structured to take advantage of employees’ greater efforts. Efficiency wage Pay practices must recognize these behaviors by better pay, larger bonuses, and other forms of compensation. Pay policies signal the kinds of behavior the employer seeks. Signaling

17. Exhibit 7.7: Modifications to the Supply Side TheoryPredictionSo What? Reservation wage Job seekers won’t accept jobs whose pay is below a certain wage, no matter how attractive other job aspects. Pay level will affect ability to recruit. Human capital The value of an individual’s skills and abilities is a function of the time and expense required to acquire them. Higher pay is required to induce people to train for more difficult jobs.

18. Product Market Factors and Ability to Pay • Two key product market factors affect ability of a firm to change price of its products or services • Level of product demand – Puts a lid on maximum pay level an employer can set • Degree of competition – In highly competitive markets, employers are less able to raise prices without loss of revenue • Dose of reality: What managers say

19. Organization Factors • Industry • Employer size • People’s preferences • Organization strategy

20. Relevant Markets • Three factors determine relevant labor markets • Occupation • Geography • Competitors • Issues related to defining the relevant market • Competitors – Products, location, and size • Jobs – Skills and knowledge required and their importance to organizational success

21. Lead Policy Lag Policy Flexible Policies Employer of Choice Competitive Pay Policy Alternatives Pay with Competition (Match) Shared Choice

22. Exhibit 7.8: Probable Relationships Between External Pay Policies and Objectives

23. Pay Policy Options: Match the Competition • Attempts to ensure an organization’s • Wage costs are approximately equal to those of its product competitors • Ability to attract potential employees will be approximately equal to its labor market competitors • Avoids placing an employer at a disadvantage in pricing products or in maintaining a qualified work force • May not provide an employer with a competitive advantage in its labor markets

24. Pay Policy Options: Lead Policy • Maximizes ability to attract and retain quality employees and minimizes employee dissatisfaction with pay • May offset less attractive features of work • If used only to hire new employees, may lead to dissatisfaction of current employees

25. Pay Policy Options: Lag Policy • May hinder a firm’s ability to attract potential employees • If pay level is lagged in return for promise of higher future returns • May increase employee commitment • Foster teamwork • May possibly increase productivity

26. Pay Policy Options: Flexible Policies • Employers have more than one pay policy • Policy may vary for different occupational families • Above market for critical skill groups • Below or at market for others • Policy may vary for different pay elements • Above market in total compensation • Below market in base pay • Above market in incentives and rewards • At or above market in benefits

27. Exhibit 7.9: Pay-Mix Policy Alternatives Performance - Driven Market Match Benefits 17% Benefits 20% Options 4% Options 16% Base 50% Bonus 6% Base 70% Bonus 17% Work - Life Balance Security (Commitment) Benefits 20% Benefits 30% Base 50% Base 80% Options 10% Bonus 10%

28. Pay Policy Options: Employer of Choice • Companies compete based on their overall reputation as a place to work • Defines compensation more broadly to focus on all returns from employment • Organization’s position based on total returns of working for it • Approach corresponds to brand or image a company projects as an employer

29. Pay Policy Options: Shared Choice • Begins with traditional options of lead, meet, or lag • Adds a second part -- offer employees choices (within limits) in the pay mix • Similar to employer of choice in recognizing importance of both pay level and mix • Employees have more say in forms of pay received

30. Exhibit 7.10: Volatility of Stock ValueChanges in Total Pay Mix

31. Exhibit 7.11: Dashboard: Total PayMix Breakdown vs. Competitors’

32. Exhibit 7.12: Pay Mix Varies Within the Structure

33. Exhibit 7.13: Some Consequences of Pay Levels Contain operating expenses (labor costs) Increase pool of qualified applicants Increase quality and experience Competitiveness of total compensation Reduce voluntary turnover Increase probability of union-free status Reduce pay-related work stoppages

34. Consequences of Pay Level Decisions • Efficiency • Fairness • Compliance

35. Which Pay Policy AchievesCompetitive Advantage? • Involves assessing consequences of different pay policy options • Evidence ??? • Pay level affects costs • Effects on productivity • Effects on ability to attractand retain employees • Possibility of achieving competitive advantage • Message that pay level and mix signal to people