Additional Incentive Programs Essay.
In the practice of human resource management, it is provided that specific measures are established by an organization to ensure that its employees are retained. One of the aspects that result in employees’ retention is motivation. Different organizations have varying ways of motivating their employees to enhance overall organizational performance and efficiency. One of the major ways is the provision of incentives. Basically, incentives refer to a reward system which ties employee performance to pay (Craig, 2011).Additional Incentive Programs Essay.
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Difference between regular pay and other forms of direct compensation
Regular pay consists of installment or recurring payments which are deposited to or withdrawn from an individual at planned intervals. Whichever the form of regular pay an individual has, it is usually an agreement between an employee and its organization. However, direct compensation and its forms are directly provided to employees in the form of salaries, bonuses, wages and commissions (Delvin, 2017).
How I would recommend an organization blend the types of pay to maximize employee motivation
Having a variety of provisions as incentives for an organization increases self-drive for employees facilitating better performance outcomes. While most organizations provide incentives based on employee performance better measures can be reinforced to maximize the motivation of employees. An organization can choose to pay employees based on commission which bases on completion of a task with or without a salary (James, 2009).
The provision to pay employees based on hours or as salary depends on the employee position. Organizations can choose to pay hourly and since such employees are not exempted from federal labor laws, they can receive pay for overtime in situations they work above 40 hours weekly. As for salaried employees, they ought not to receive requirements for minimum wage and overtime pay (Delvin, 2016).
Another suggestion would be to pay workers on the basis of double time, overtime, grief or holiday pay. Employees who work past the 40-hour weekly or 8-hour daily requirement can be paid for any additional hours worked. Double pay may be provided for employees who work beyond the 12-hour workday for every extra hour worked, while grief pay is for time-off employees with the death of a close family member and needs to attend the burial service (Craig, 2011).
Moreover, since allowances are taxable costs to an employee which is separate from regular wages, it can be used by an organization to meet costs related to a job. In circumstances, employees repay expenses related to a business out of pocket, pays through reimbursements need to be done to enhance employee satisfaction and content. However, other provisions such as bonuses and per diem and inclusion of insurances can be included in the recommended types of pay (Larry, 2010).Additional Incentive Programs Essay.
Employee incentive plans go by many names. Successful company incentive programs will accomplish exactly what you want them to do if you plan them properly. In general, studies have shown that individual incentives are more effective than group incentives. Incentive pay, also known as “pay for performance” is generally given for specific performance results rather than simply for time worked (Dessler, 2011, p. 212). While incentives are not the answer to all personnel challenges, they can do much to increase worker performance (Dessler, 2011). Some kind of incentive pay is an important part of any compensation plan. Incentive pay shows appreciation and creates a sense of participation in the company’s well-being that straight salary…show more content…Additional Incentive Programs Essay.
The only drawback is if your sales area is unable to meet the goal and you miss the incentive, you have to be budget savvy for those months when there are no extra funds being generated from the incentive. If the employee works harder, but the work doesn’t result in any increase in the profitability of the company, no additional compensation is paid (ABS, 2010). Under these dynamic compensation plans, employees are internally motivated to make more money which in turn drives profit-producing activities within the business (ABS, 2010). The key to turning these compensation plans into win-win situations for both the owner and the employee is having a professional review of the relationship between activities and costs so that the owner be sure that the plans are financially sound rather than being nothing more than guesswork where payouts are made without the certainty that profitability has been increased (ABS, 2010). Profit-sharing plans are probably the most widespread incentive-pay programs at larger corporations. They are generally company-wide and made available at least to all full-time employees (Dessler, 2011). Additional Incentive Programs Essay.
Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition.
Creating and implementing of incentive pay system supports to solve organizational problems to align the preferences of business and employees. In addition, the system serves as an organizing tool to identify and attract the most capable employees since companies need to deliver the product or service within targeted timeframe.
Since organization success depends on both customers’ satisfaction (outsource) and increase employees’ productivity and commitment (internal source), today companies attempt to attract improving employees’ performance by using various flexible incentive pay programs. Careful design of incentive pays program and rules of administration are crucial to the effective management of an organization.Additional Incentive Programs Essay.
Incentive Pay and Purpose of Incentive Pay System
Incentive pay is a form of direct compensation where employers pay for performance beyond the normal expectations to motivate employees to perform at higher levels. (www.uslegal.com, 2001-2014).
Employers are practicing the incentive pay systems to promote employees particular behavior and performance to get more involved in the organizational development and which is essential for the organization’s success.Additional Incentive Programs Essay.
To ascertain what triggers stress and depression in the workplace.
How prevalent these issues are and also to try and implement ways of relieving it.
Using Company specific information we aim at tailoring a program to focus on the areas which through an employee survey, we find to be the more pressing issues.
Introduce a fruit box into the lunchroom for a healthy alternative to vending machine or snacking on food when time poor.
Administrative and reporting structure for implementation
Employees would be emailed a survey link https://www.surveymonkey.com/s/3NQ97GT which will be anonymous so we can gather truthful feedback. We would gather the feedback and ascertain the key areas that need improvement. This would be the guidelines for what steps we would take and help tailor the program to the people.
Looking at specific triggers or issues that seem prevalent. The survey would make provisions to take in any suggestions as to ways that may assist in alleviating these issues.
After EAP implementation another control survey with post program specific questions would be conducted to gauge success and to ascertain if there were any areas which may have been missed. Also to get feedback on the program so far.Additional Incentive Programs Essay.
Marketing and engagement plan for employees
Send out introduction email.
Competition for best incentive plan.
Printouts for lunchrooms workshops and offices, so every employee has the chance to see them. Especially those with non-office based positions.
Send out a separate email to managers and team leaders to get their help in, introducing the program and explaining the benefits of it. Get the managers and team leaders to take down suggestions and email them to the HR Team. Use all avenues, such as sales and toolbox meetings.
Posters would also be useful in awareness and also to engage employees, keeping the issue at the forefront of everyone’s minds.
The initial survey as well at the post EAP survey would be a key evaluation tool.
Due to the private nature of people and also privacy laws we cannot subpoena medical records or any other means.
So we have to rely heavily on direct reporting from the people in question.
The ability to directly correlate the two surveys (even when it is an anonymous survey) is invaluable as it shows what’s working, if the general wellbeing has improved and what the target audience thinks, which is who matters.
It will directly show how the employees are feeling from before roll out and whether they perceive the EAP as having some sort of effect as well as some questions which will indirectly tell us if the EAP is having a positive effect.
In regards to the fruit box this will be easily monitored but how quickly the fruit is being eaten and this will also control whether we need more or less and also how successful it it.Additional Incentive Programs Essay.
The cause and the extent of the identified health issue.
According to the Stress and wellbeing in Australia survey 2013 the complete results showed that although the new survey was consistent with previous years, it still stated that the well-being of Australians is increasingly declining.
Whereas the stress and depression in Australians was on the incline.
Workplace wellbeing in Australians was gender neutral, meaning that Males and females were both equally affected by stress and depression.Additional Incentive Programs Essay.