CONTROLLING BENEFITS COSTS: EMPLOYING CONTINGENT WORKERS, HRM OUTSOURCING ? BASED COMPENSATION SYSTEMS; PACT OF COMPENSN CISIONS Part 1Compensation and Strategy: Controlling Benefits Costs The ability to adequately control employee benefit costs today is often the difference between organizations that are successful and those that are not. This is even more complex with the recent Affordable Health Care Act. Discuss how health insurance benefits might impact the organization?s overall strategic goal-setting process.Discuss how a business can control its health insurance benefit costs while using the benefit package as a recruitment and retention tool. Give practical examples and bring in real-life business examples (including employer names from your readings/research).??.?.Bring in at least 5 library sources to help strengthen and support your response.Submit your paper by the Module due date. Paper length: 4-5 pages, not counting the cover and reference pages.Part 2Employing the Contingent Worker: Is it Worth It?Hipple, S., & Stewart, J. (1996). Earnings and benefits of contingent and noncontingent workers. Monthly Labor Review, 119(10), 22-30. Retrieved June 2, 2013, from the TUI Library.In the article, Earnings and Benefits of Contingent and Non-contingent Workers, the premise of how a contingent worker, which has become a key foundation of US workforce, is compensated compared to regular workers. In this case assessment, compare and contrast the various aspects related to how contingent workers are compensated versus that of a regular worker. As you undertake this comparative analysis, address the following aspects:??.?.1. Given the different levels of pay and total rewards, how may an organization create a sense of internal equity?2. Specifically, how has the employment of contingent employees affected an organization?s business, its HRM responsibilities, its overall costs, as well as its organizational culture? 3. In your educated opinion, should the compensation of contingent workers be the same as regular, full-time employees doing the same work? Discuss.4. How would you, as the CEO of the company, create a sense engagement with the infusion of regular employees and contingent workers?Bring in at least 2 library sources to help strengthen and support your response.Paper length: 4 pages, not counting the cover and reference pages.References(I will attach these references)Adler, P. S. (Fall 2003). Making the HR outsourcing decision. MIT Sloan Management Review, 54-60. Retrieved June 2, 2013, from http://www-bcf.usc.edu/~padler/research/HR-BPO%28SMR%29-1.pdfBeard, K. M., & Edwards, J. R. (1995). Employees at risk: Contingent work and the psychological experience of contingent workers. Journal of Organizational Behavior (1986-1998), 109-109. Retrieved June 2, 2013, from the TUI Library.Controlling benefits costs. (2011). The Controller?s Report, (6), 5-7. Retrieved June 2, 2013, from the TUI Library.Controlling benefits costs, increasing productivity key employer concerns. (2010). IOMA?s Report on Managing Benefits Plans, 10(8), 1-3. Retrieved June 2, 2013, from the TUI Library.Hipple, S., & Stewart, J. (1996). Earnings and benefits of contingent and noncontingent workers.Monthly Labor Review, 119(10), 22-30. Retrieved June 2, 2013, from the TUI Library.Lawrence, T. (2012). Integrating contingent workers. Baseline, (114), 13-13. Retrieved June 2, 2013, from the TUI Library.Sheehan, C., & Cooper, B. K. (2011). HRM outsourcing: The impact of organisational size and HRM strategic involvement. Personnel Review, 40(6), 742-760. Retrieved June 2, 2013, from the TUI Library. ??.?.
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