What can an organization do to ensure that merit pay and other incentives are administered fairly? What kind of data would you gather to ensure that the pay-for-performance system is not biased in favor of any particular group? Would linking pay to objective criteria that are important to the organization, such as quality control measures, profitability, and low turnover, help or hurt in administering pay?
As an HR professional, how might you promote the credibility of the HR staff, such that there is still compliance with federal and state laws, but also cooperation from managers and employees?