Few organizations take the time to credibly study whether some pay, benefits, work-life balance or other total rewards practices have any impact on the organizations' bottom line or employee outcomes like productivity or turnover. It's too difficult to do well, organizations don't actually want to know the answer, and/or organizations don't have the know-how or time. One successfully executed, evidence-based study of a new compensation practice is Safelite AutoGlass. Edward Lazear compared the productivity change worker by worker, for only those employees present under both pay arrangements. Lazear found that not only did productivity increase after the change from hourly pay to piece rates, but so did total employee pay and profits. HR systems are rich with metrics and existing practices that can provide data for credibly measuring outcomes.
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Hallock, Kevin F. 2011. "Does that Pay Practice really have any Impact?" Workspan 54 (6) (06): 12-13.