Формирование компенсационных систем

The leadership of the Organization must be empowered as encouraging and punishing system of compensation.
In some companies in the compensation package is part of a larger set of services and benefits, others are limited to a minimal set. But, somehow, different benefits again become an additional advantage in attracting and retaining staff. This can be traced back to the an elementary way. Enough to take any periodical, publishing information about vacancies. Then it becomes clear that the employer tries as often as possible and more talk about the benefits that are paid to the company in addition to your salary.
Development of the compensation package is one of the most important strategic objectives in human resource management. Accordingly, the construction of system of executive compensation is a function of the Manager on the personnel.
By modeling (designing) compensation: HR Manager must follow these general rules:
1. compensation system should aim at achieving the company's result, so wages associated with organizational efficiency (turnover, profit, sales, implementation, quality improvement, etc.), the Working Group, the worker;
2. compensation system should combine rigid rules of monetary rewards and flexibility in responding to changes in the internal and external situation of the Organization, i.e., the compensation must be not only a motivator to work, but also as a means of control lever for the Manager. The leadership of the Organization must be empowered as encouraging and punishing system of compensation.
3. the new system of compensation, on the one hand should not aggravate the situation of staff members in material terms, on the contrary, in the development and implementation of the new system the employee should be able to increase their remuneration compared to the old system, but on the other hand, the system of compensation must not make excessive claims to the enterprise, should not undermine the economic viability of enterprises and their competitiveness.
4. the introduction of a system of compensation must be accompanied by a meaningful mechanism for informing employees about the new rules of money, constant monitoring of the effectiveness of the compensation package.
Money is crucial to motivation and meaning of monetary remuneration for a worker is not limited only to compensation for the time, energy, intelligence, spent a while reaching the goals of the organization. A monetary reward, or form it was received, as well as relative and absolute sizes, are perceived by employees as an indication of its value for an organization affect the self-esteem of the employee, directly speak about his social status. I.e. money received by an employee, are also a measure of personal and professional fulfillment.
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