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Management Research Report - Pay grade structures and motivation

Chloe

Hi All,

I am currently studying for my MA in HRM and am currently doing my Management Research Report. I have changed my title numerous times as i was worried it was too broad/not detailed enough/would i have enough to speak about... and for the moment, I have settled on: 

What benefit could the use of a pay grade structure bring to the level of motivation (or engagement if this better suits?) for employees at ...?

First of all, does the way this title is phrased make sense? Or do you think it can be worded slightly differently?

Secondly, has anyone had any experience of this?

Any finally, if this is something you have looked into or previously researched for your organisations/studies, would you recommend any books/research that has already been done around this topic?

Thank you so much for reading this far, and any help/guidance is much appreciated!

Kindest regards

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  • ……. bring to employee engagement at X I would suggest as employee engagement is a buzz word.

    Implementing pay structures that automatically award an increment annually which happen in the public sector do nothing to help employee engagement in my experience. The pay grades often have an annual inflation increase awarded so the employee may increase their pay without doing anything to earn it. Once the employee reaches the top of their grade they are keen to get the job evaluated for a higher pay grading.

    Instead where progression criteria is added to each pay grade the employee has to work to earn their pay increase moving up the grades. This should encourage engagement with some, not all, as they have to strive to earn their reward. I have developed a few of these structures. This is in effect pay for performance.
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  • ……. bring to employee engagement at X I would suggest as employee engagement is a buzz word.

    Implementing pay structures that automatically award an increment annually which happen in the public sector do nothing to help employee engagement in my experience. The pay grades often have an annual inflation increase awarded so the employee may increase their pay without doing anything to earn it. Once the employee reaches the top of their grade they are keen to get the job evaluated for a higher pay grading.

    Instead where progression criteria is added to each pay grade the employee has to work to earn their pay increase moving up the grades. This should encourage engagement with some, not all, as they have to strive to earn their reward. I have developed a few of these structures. This is in effect pay for performance.
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