Compensation and Security for Employees
Introduction
Discussed in this paper will be how employees are categorized and at what level they are categorized at. What the goals and expectations for each level are and how they can be reached. How compensation is dispersed and awarded and how the compensation is given. This paper will also discuss what kind of compensation is given, whether the compensation is monetary or in another form.
This paper will also discuss what the incentives will be for reporting abuse of other employees or violation of company policies and procedures. The steps that the company will take to keep all incentives for the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how.
It will also discuss whether the incentive is given yearly or if it is given quarterly. Also in the paper it will discuss how to motivate employees and how to keep employees motivated. Also being discussed will be putting in a compensation plan to attract new employees. Knowing how to manage unfairness and employees who think it is unfair to offer an incentive for a particular performance or for an organization.
Putting the steps in categories will also help out the unfairness. Also being discussed is how the compensation will be presented. What steps will be taken to ensure that all employees are eligible for the compensation program. Giving the steps out so the employee knows what is to be expected.
Compensation and Security for Employees
Some companies have different levels of employees; some include entry level employees to executives. Categorizing employees is a little difficult, especially if there is a lot of turn over. Some employees that have been in the company for more than a year may still be in an
Discussed in this paper will be how employees are categorized and at what level they are categorized at. What the goals and expectations for each level are and how they can be reached. How compensation is dispersed and awarded and how the compensation is given. This paper will also discuss what kind of compensation is given, whether the compensation is monetary or in another form.
This paper will also discuss what the incentives will be for reporting abuse of other employees or violation of company policies and procedures. The steps that the company will take to keep all incentives for the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how.
It will also discuss whether the incentive is given yearly or if it is given quarterly. Also in the paper it will discuss how to motivate employees and how to keep employees motivated. Also being discussed will be putting in a compensation plan to attract new employees. Knowing how to manage unfairness and employees who think it is unfair to offer an incentive for a particular performance or for an organization.
Putting the steps in categories will also help out the unfairness. Also being discussed is how the compensation will be presented. What steps will be taken to ensure that all employees are eligible for the compensation program. Giving the steps out so the employee knows what is to be expected.
Compensation and Security for Employees
Some companies have different levels of employees; some include entry level employees to executives. Categorizing employees is a little difficult, especially if there is a lot of turn over. Some employees that have been in the company for more than a year may still be in an
References: Ederhof, M. (2011). Incentive Compensation and Promotion-Based Incentives of Mid-Level Managers: Evidence from a Multinational Corporation. Accounting Review, 86(1), 131-153. doi:10.2308/accr.00000007 HO, J. Y., LING-CHU, L., & WU, A. (2009). How Changes in Compensation Plans Affect Employee Performance, Recruitment, and Retention: An Empirical Study of a Car Dealership. Contemporary Accounting Research, 26(1), 167-199. Reh, J. F. (2013). Employees Grade Level. Retrieved from http://management.about.com/od/people/a/EEgradelevels.htm Super Jobs For You, (2009). Employee Business Goals. Retrieved from http://www.superjob4u.com/employee-business-goals/ Performance Goals and Expectations. (2011). Setting Performance Goals and Expectations. Retrieved from http://www.ofoksystems.com/training-and-events/business-school/item/50-setting-performance-goals-and-expectations.html Snell, S. Bohlander. G. (2010). Human Resource Management 16th Ed. 394-512