Innovative Compensation Strategies at Holland Enterprises

Holland Enterprises is on an innovative planned trend, to invite and maintain the utmost talented employees and to decrease opportunity. The Human Resource Department had the responsibility that has initiated a winning team with a different compensation strategy. The compensation strategy contains of financial pay, and in thoughtful rights of imports and amenities. Holland Enterprise employer’s duties guarantee that their drivers recognize that they are motivation, they obtain the implements they want to be effective in their employment with Holland Enterprises. Their obligation founds an idea and marks accurate potentials.

External equity exists when an employer pays a wage rate commensurate with the wages prevailing in external labor markets.

Which can also help trucking companies in determining the rates for the loads they haul. This program is called PC Miler (Personal Computer Miler) this new program has replaced the old way of figuring out the mileage between stops as it was used before the computer age started (this book was big, expensive, and was not as accurate when it came to determining the total miles driven by a driver) (A. McDonald, personal communication, June 26, 2016). Which is why I feel that this would be the best route for Holland Enterprises to take when deciding how to pay their drivers.

The pay bonuses that I think could be administered would be;

• Fuel bonus this is offered to the OTR driver who is able to run the allotted distance but still is able to keep their fuel costs down. This can be achieved by not running their truck at an idle when laid over, keeping their speed down, but also by using good shifting techniques.

• Safety bonus is paid out to a driver that has a clean driving record with no reportable accidents, tickets and a clean DOT (Department of Transportation) inspection.

• Longevity bonus this gets paid to a driver that stays every year with the