How To Achieve The Most Utilization To

How To Achieve The Most Utilization To Synopsis

Why does organization need reward management system?In compensation and benefits reward management aspect, it is not possible to imagine an offer of employment that does not indicate a salary or wage and possibly other terms of compensation as well as description of the various benefits available with the employment. So, a candidat accepts ot rejects the job offer, he/she will regard how a compensation package with a monetary of non-monetary value, such as a fair exchange for whose labor. So, the award management plan will include monetary reward and non-monetary reward both is better than monetary reward only. For example, piece rate py is good for factory workers, commissions have long been a major part of the compensation of salepeople and merit pay and bonuses are well established methods of rewarding good performance for car salepeople. So, the variable or incentive pay is a good reward implementation plan for salespeople, insurance agents.How to evaluate the base pay level is the more accurate? Leon, M. (2002) indicated that when a company needs to determine levels of base pay, the best companies have several objectives. The most important, in a global business environment characteristized by strong demand for talented experienced employees is to be competitive. The determination of base pay level does not depend on only in one's own industry, but also in other industries competing for the same talent. In fact, a firm's closes competition for human resources often is not its closet industrial competitor. In addition, the best companies are attractive to the levels of compensation appropriate to the different regions and countries where facilites are located or where workers originate. At the same time, some are developing truly global talent managers, whose pay scales are most pay level to similar manager in other companies than they are with typical rate of pay in either the firm's headquarter country or its overseas locations.Is one company achieves higher profits, it needs to raise higher wage to its all employees? I feel that it depends on whether situations to make decisions to raise all employees' wages, due to it has higher profit reason in the year. Robert, P.V. (2006) summarized these rules in dealing with subordinates, their performance should be enhanced. These rules includes using fair differential rewarding, it means that many managers try to treat all subordinates alike. When all employees receive equal rewards, superior performers begin to feel that their efforts are unappreciated, when poorer recognize that they won't be penalized for minimal effort. In response, over time, most above-average performers will drop their performance to the minimal level.A few superior performers may persist absolutely, but most will lower their efforts to the level that they feel equals their rewards. So, when rewards are commensurate with performance, however, subordinates receive a quite different message. Superior performers get the signal that their efforts are valued, and potentially high performers are encouraged to try harder, identifying valued rewards for individual, it means that if a maneger hopes to influence an employee's behavior through the use of rewards, the rewards must have value to the employee. One of the best ways to obtain such infomation is simply to ask employees what rewards they could like to receive. Younger workers may perfer more paid vacation days, ( non-monetary value reward) or greater participation in decision making ( high position management role) .

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