Benefits of performance related pay
References: Armstrong, M. Then the bonus for a good year will be only a small percentage of final take home pay.
The aim of this scheme is for you to provide an incentive for staff to improve their performance.
Disadvantages of incentive pay
Workers are motivated by many factors and bonuses are often not the biggest factor. Disadvantages of Pay-For-Performance Not everyone is enamored with pay-for-performance compensation increases, however. It is significant because choosing the rewarded employees must be clear and understandable for everybody else and be based on known and objective criteria. As previously mentioned, with performance related pay, employees receive salary increases, bonuses and special perks for achieving performance goals. The best performance related pay schemes use a variety of measures. These reviews are as frequent as bi-weekly to once-per-quarter. Though some examiners got invited to do remarks which were paid at a higher rate. It may also encourage bad driving, such as speeding. Although performance related pay is popular throughout different industries, it is imperative that each business implements the system and relevant policies correctly. They will be evaluated not by how much time they spent working or the sales methods used, but by their sales volume. Advantages of Pay-for-Performance Many companies have adopted this compensation system, because they believe in its benefits, which include: Worker motivation: The reasons why an employee remains in his or her job are often complex.
These are: Short-term schemes: These schemes usually utilise commission or bonuses, sometimes based on sales achieved or work completed. However, a firm may try and give performance related pay linked to the overall profitability of the individual shop.
Benefits of performance related pay
The justification for performance related payments is sometimes unclear; however a clear pay system avoids doubt and perceptions of inequality as well as reduces the possibility of individual claims. For example, if an employer requires its sales representatives to close 20 sales each month, employees who close fewer than 20 sales are rated as falling below expectations. For example, a salesperson may be asked to meet specific sales numbers for the year. It gives workers a feeling of being tied to the fortunes of the company making it easier to emphasise with cost cutting measures. Subscribe Thanks. Lewis, P. Finally, it also supports the culture of organisation, existing values, and innovation and in some cases PRP can support the change of the organisational culture, if it is regarded necessary by senior managers Lawler, Though some examiners got invited to do remarks which were paid at a higher rate. See objectives of firms Some have argued that high bonuses for executives is linked to the strong bargaining power of executives. Can create a healthy performance-based culture. Many companies only award their employees raises based on their job performance and not their seniority. The result can be greater productivity from fewer workers, reducing the employer's labor cost and transferring the financial risk from the employer to the employee. Highlights poor performance effectively.
You can follow any responses to this entry through the RSS 2. Profit related bonus payments may encourage risk-taking which leads to a chance of high profit and high rewards.
It helps also in retaining the highly specialised employees simultaneously reducing poor performers in the company Armstrong, What are Pay-for-Performance Policies?
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