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I'm faced with a concept for a performance related income (PRI).
The affecting groups are:
- Specialists e.g. Engineers
- Middle Management e.g. Team Leader
- Management/Directors
The groups should be different in terms of the range. Specialist should be less than Middle Management. Same for Management/Directors, which should have the maximum range.
I would need a concept, which considers qualitative factors as well as quantitative factors. Further, I have no feeling, which PRI range for each group would be appropriate.
Thank you very much for your help in advance.

From Canada, Vancouver
Nobody an idea? Didn’t expected that this is a really difficult issue... Every kind of idea is welcome!
From Canada, Vancouver
If the question is not clear to understand, please let me know. I would be happy to rephrase it in order to get some feedback..
From Canada, Vancouver
Concept :
Performance-related pay (PRP) has grown in importance in the 1980s and is likely to continue growing. The reasons for this growth are examined: labour market factors, changes in organisational objectives, fairness in payment initiatives, weakening of collectivisation, and “fashion”. Problems associated with PRP are also explored. It is argued that PRP has a capacity to subvert the purposes for which it is intended by distorting pay structures, creating unfairness in reward systems and harming team spirit. PRP also detracts from the value of other performance appraisal objectives. Some of the problems inherent in measuring individual job performance are also considered..and which PRI range for each group would be appropriate, i wud suggest you to use our grading system or 360 degree and performance appraisal which will help you to calculate income....

From India, Gurgaon
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