Compensation Essay

795 Words2 Pages

Job satisfaction includes challenging work, interesting job assignments, equitable rewards, competent supervision, and rewarding careers. The quality of work life and psychological rewards from employment are very important. It is doubtful, however, whether many of us would continue working were it not for the money we earn. This paper establishes the definition of compensation, overview of compensation philosophy, critical components of a compensation strategy, and an example of an effective compensation practice. (www.indiana.edu/~busx420/Book.../chap09.doc)
Compensation is the remuneration received by an employee in return for his/ her contribution to the organization. It is an organized practice involving the provision of monetary and non-monetary benefits to employees (citehr.com). Em¬ployee compensation includes all forms of pay and rewards received by employees for the performance of their jobs. Direct compensation comprises of employee wages and salaries, incentives, bonuses, and commissions. Indirect compensation comprises the many benefits supplied by employers, and nonfinancial compensation includes em¬ployee recognition programs, rewarding jobs, and flexible work hours to accommodate personal needs (www.indiana.edu/~busx420/Book.../chap09.doc).
Formalized compensation goals serve as guidelines for managers to ensure that wage and benefit policies achieve their intended pur¬pose. The more common goals of compensation policy include to reward employees’ past performance, to remain competitive in the labor market, to maintain salary equity among employees, to motivate employees’ future performance, to maintain the budget, to attract new employees, and to reduce unnecessary turnover. It is important for the organ...

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...e conducted annually, often in conjunction with performance reviews.
Bonus and incentive pay are used by many for profit companies and are not typical components of nonprofit compensation policies. As with base salary and salary increases, decision-making criteria should be established and communicated for awarding bonuses and incentive pay. Typically this type of compensation is tied to specific performance results against pre-set goals and objectives at the individual and organizational level. http://hrcouncil.ca/hr-toolkit/compensation.cfm Establishing compensation practice requires for specific goals to be considered such as employee retention, compensation distribution and budget analysis. Organizations must balance each of these goals and also remain competitive in order to motivate employees and maintain fairness in the compensation program.

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