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POST 1What is a Fair Compensation?No unread replies.No replies.Much has been written about "fair" compensation. However, there is not a consensus on what is "fair" -- how it's defined and how it should be determined.  For this discussion, I would like us to consider this issue. How should we define "fair" compensation? What tests/procedures would you recommend to an organization to determine whether the ways in which they compensate employees is "fair"? Why?Be sure to support your analysis with appropriate material from the text and outside web sites. Respond to your peers and discuss whether you agree or disagree with their definition of fair compensation.  Explain and justify your response.  In addition, you are responsible responding to the comments and questions posted about your statement. Post 2Strategic CompensationNo unread replies.No replies.All organizations that have a payroll also have a compensation strategy. The strategy may have developed informally from the pay decisions made, or have been inferred based on the organizations compensation practices over time.The best practice type of strategy assumes that there is a best practice for compensating employees that will garner better employee performance in any business or organization setting.In the best fit compensation strategy, which is more widely accepted and used, four steps are used to develop a planned total compensation strategy. The first three steps are to assess the total compensation implications, fit the policy decisions to the strategy, and then implement the strategy. The last step is to reassess and realign the strategy as internal and external conditions require a change or adjustment.Traditional compensation methodology is restrictive, creating boundaries to limit income, schedule, hours, accountability, and potential while focusing on individual performance. The strategic compensation model takes a very different approach that emphasizes organizational performance. It provides the employees of the organization with a stake in the profitability of the enterprise by rewarding commitment, dedication, performance, achievement, innovation and personal growth. Strategic compensation requires an alignment or fit of the organizations system of compensation with the strategic goals of the organization. The major goal of a compensation system should be to attract, motivate and retain excellent employees and, in the process, to improve the performance of the organization.As head of Human Resources of a major company, your organization is moving into international operations. Describe how you will approach the issue of strategic compensation in an international setting. What are three important issues you need to address here?SPECIAL NOTE (Each post needs to be 275 words each)

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