Peak Performance For this assignment, interview an individual, age 40 or older, that enjoys their profession a great deal, someone who you feel displays a sense of purpose, intrinsic motivation and passion for their work. Your interview questions should include: • Did you always want to have a profession in this field? • When did you discover your true passion for your work/field? Has it changed over the years? How so? • How have you maintained your interest and enthusiasm for your work? • To what extent do you rely on yourself and what extend do you rely on your colleagues, mentors, protégées, etc to help in this regard? • What gives you the greatest sense of fulfillment in your “peak work experiences”? • If you could offer someone advice regarding how to stay engaged and excited by your profession what would you say? Offer a conclusion that demonstrates your own insights into the interview. What did you find most interesting? What did you find most beneficial as you develop as a professional?
performance. Finally, compensation can be indirect. The later includes facilities like health insurance, paid leave, moving expenses and child care being provided by the employer. There is a corporate general consensus insisting on relating pay with performance for effectiveness. This may not necessarily be applicable in sectors such as agriculture where many performance results are dependent on factors beyond organization and employee control. Whichever the compensation used, it should also be fair with the market and not discriminating against some employees (Campbell, 2006). A job evaluation should be conducted in placing a value on employee. In such an evaluation, compensable factors such as experience, education level and job responsibility should be considered. Moreover, employees should be involved when considering their indirect compensation needs such as paid vacation, retirement planning, childcare among others. The HRM officer should regularly review the compensation package from time to time to maintain its fairness, equitability and competitiveness. Importance of compensation and incentives in HRM practice Use of compensation and incentives is an importance practice in HRM as it has the following advantages. First, to many employees, the basic purpose for joining an organization is to secure a pay. The value placed in such a pay and not necessarily the amount/size motivates the employees more, and as result higher productivity levels are reported. Second, compensation facilitates hiring, retention, promotion and evaluation of the workforce. Without mentioning aspects of compensation, the HRM office might find it impossible to convince people to join the organization to work or even the existing employees to assume higher responsibilities (Armstrong, >GET ANSWER