So far, we have discussed the process for strategic plan development and the recruitment and selection process. The next aspect of HRM is to develop compensation plans that will help in the recruitment and retention of employees.<\/p>\r\nShould pay and compensation be discussed.\r\n\r\n \r\n
Most of us, no matter how much we like our jobs, would not do them without a compensation package. When we think of compensation, often we think of only our paycheck, but compensation in terms of HRM is much broader.<\/p>\r\n
This is the concept of Total Rewards Package.<\/strong><\/span> A compensation package<\/a><\/span> can include pay, health-care benefits, and other benefits such as retirement plans, which will all be discussed in this chapter.<\/p>\r\n First, the compensation package should be positive enough to attract the best people for the job. An organization that does not pay as well as others within the same industry will likely not be able to attract the best candidates, resulting in a poorer overall company performance.<\/p>\r\n Once the best employees and talent come to work for your organization, you want the compensation to be competitive enough to motivate people to stay with your organization. Although we know that compensation packages are not the only thing that motivates people, compensation is a key component.<\/p>\r\n Third, compensation can be used to improve morale, motivation, and satisfaction among employees. If employees are not satisfied, this can result not only in higher turnover but also in poor quality of work for those employees who do stay. A proper compensation plan can also increase loyalty in the organization.<\/p>\r\n Pay systems can also be used to reward individual or team performance and encourage employees to work at their own peak performance.<\/p>\r\n With an appropriate pay system, companies find that customer service is better because employees are happier. In addition, having fairly compensated, motivated employees not only adds to the bottom line of the organization but also facilitates organizational growth and expansion. Motivated employees can also save the company money indirectly, by not taking sick days when the employee isn\u2019t really sick, and companies with good pay packages find fewer disability claims as well. Websites such as Glassdoor<\/a> or Indeed<\/a> give you easy access to salary information of companies.<\/p>\r\n So far, our focus on HRM has been a strategic focus, and the same should be true for development of compensation packages. Before the package is developed for employees, it\u2019s key to understand the role compensation plays in the bottom line of the organization. The next few sections will detail the aspects of creating the right compensation packages for your organization, including legal considerations.<\/p>\r\n \r\n\r\n \r\n\r\n ","rendered":" So far, we have discussed the process for strategic plan development and the recruitment and selection process. The next aspect of HRM is to develop compensation plans that will help in the recruitment and retention of employees.<\/p>\n Should pay and compensation be discussed.<\/p>\n <\/p>\n