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This paper will develop compensation and benefit for a compensation package for production firm. The package to be developed will be for the operations manager’s position. It is necessary note that this is one of the most critical positions in any organization. This is because the office holder is involved in both management and implementation activities of the organization.
Operational manager’s position is sensitive position hence the need to give it much consideration. Due to this, the compensation and benefit package for this position must include key elements like allowances to help the office holder manager other social issues. A well developed compensation and benefits package for the position of operational manager in any production firm must take into account the fact that the position is involving. This implies that the office holder will be forced to for go certain social elements such as family time which must well covered by the package (Cotterman, 2010). Although some of the social and personal sacrifices the holder of this position will be making are beyond any monetary tag, a good package should make the office holder feel appreciated to steer real motivation.
Every item listed in this package touches on the office holder’s well being or motivation towards accurate delivery. The basic salary in this situation is the starting point of any package. However, it is very important to take note of the fact that basic salary is developed or decided based officer holder’s skills and experience plus the job description. This implies that the basic salary must be reasonable on the basis of job description. Employers or the people concerned with the development of this packages must ensure the officer holder doest receive much and does little according to the job description and vice versa. Basic salary setting or development should always be accurate. This is due
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These elements have potential barriers that interfere in the process of communication resulting in noise. Barriers include communication skills, differences in information processing and interpretation, differences in trust, stereotypes and biases, ego, ineffective listening, lack of knowledge of nonverbal communication.
Here this is generally developed based on the employment relationship of the employee and employer. Over the years one of the most challenging and difficult aspects of human resources management is retaining the employees. Over the years remuneration has been one of the main methods of motivating and retaining employees.
Here using a total rewards system can prove to be very beneficial for the company as it will help make the individuals more competitive as well as focused on the job (Thompson). The total rewards are generally aligned to the overall reward programs and the company goals, and also keep in sync with lower fixed costs and risks.
term standpoint and devise on particular methodologies which ask for providing more and more gains in terms of bonuses, compensations, incentives and rewards to their employees. (Tobia, 1993) The upward trend in the field of career management will continue to be like this and
The range of pay which he gets for such a stressful work is between low to average. These employees have to tolerate a lot of emotions from different clients on a day-to-day basis and this affects him/her at some point of time. So under these circumstances the management has to see to it that such employees are rewarded for a well done job or at least let them (these employees) know that their presence makes a difference to the organization.
In the essay the advertisement message will be designed to introduce the different total rewards, benefits and compensation programs offered. Monetary payments such as base wage/salary, variable pay, Piece-rate, commission and bonus will be quoted so as to convince prospective employees in joining the organization.
This paper will explaines some ups and downs of an effective total rewards program, that is commonly used in business organizations. The creation of a total rewards program is discribed, as well as steps and benefits that employees get. In conclusion, author states that payments should be competitive for employees and should meet their personal needs.
Envision is an Information Technology (IT) based company. The company is a profit organization that successfully employs 20000 employees across 17 different countries. There are 2000 individuals in the management level who speak a diversity of languages. The company employs diverse individuals who are governed by multiple regulatory environments.
This report is based on Audi’s Human Resource practices. It looks at two practices: Organizational Culture and Audi’s reward systems. The two points shall be based on two models: Denison’s model of organizational culture
Thus, one of such tools is the total rewards, which include everything for the employee to value from the relationship with the employer. Across the history, employers have been faced with questions of motivating and retaining employees, which
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