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How is happiness created?How is happiness created for employees? employees must feel wanted and appreciated by the companies and the managers they work for. happiness does not arrive overnight and programs can be created supported at the highest levels of the company that can convey a message of appreciation backed by solid action and flexibility for longterm retention. some plans and actions are more effective than others. for example solid career advancement plans and road maps competitive salaries placed at higher levels than the competition and nonperformers and financial rewards and equities that offer shock and awe reaction are usually better than award pins and certificates. such effective retention plans can assure maximum retention rate of key employees and long term success for their companies. Article: why is it important to have a mix of both short-term and long-term goals?When setting goals you want to set both shortterm and longterm goals. a shortterm goal is a goal that is designed to be completed in a short period of time. typically shortterm goals span a few days or a few weeks and never last longer than six months. longterm goals span longer periods of time and can take six months or longer to complete. why is it important to have a mix of both shortterm and longterm goals? as you set and reach shortterm goals you will be more motivated to reach your longterm goals. when you set longterm goals you have something to motivate you and give you a sense of purpose. sometimes you have to set shortterm goals to help in reaching your longterm goals more manageable. these are called enabling goals because they enable you to reach your longterm goal. an excellent way to prioritize different goals is to first establish your longterm goals. it will offer you a sense of purpose and direction. once you have set all your longterm goals it is time to start setting your shortterm goals especially those that are relevant to the longterm goals. the benefit of shortterm goals is that they serve as stepping stones toward the achievement of the longterm goals. they are easier and simpler to attain compared to longterm goals. if you set and focus on your shortterm goals and accomplish them on a timely basis it will help you gather momentum and motivation toward the achievement of your longterm plans. hope that information helps do share your opinion as well regards chirag narang Fundamental elements of a total compensation systemExplaining what the terms like "rewards" "base pay" and "perks" mean in a pay system. compensation philosophy: identifies target market position for competitive pay levels and articulates the company s commitment to motivating and rewarding employee contribution and performance through the various elements of the company s total pay system. base pay: pays for standard job duties skills and results. should be designed to reflect competitive rates for comparable jobs within identified marketplace. performance based variable pay: designed to reward achievement of specific company and/or individual performance objectives. payouts vary based on company and/or individual achievement. types of variable pay plans include: skill pay incentive pay/bonus plans commission gain sharing/results sharing long term incentive compensation: designed to reward long term company performance. individual job level/performance may impact eligibility to participate. can be an effective retention tool. benefits broad range of practices including health insurance vacation leave policies and retirement and savings plans. designed to address health and welfare needs of employees. can send strong messages about company culture and values. perks & noncash rewards used to recognize exceptional contribution performance commitment to culture and values. variety of methods including additional time off tickets to events trips dinners public recognition etc. intrinsic rewards performance feedback management development opportunities work environment processes used to communicate and align employee behaviors with business priorities and company values to achieve desired results. play a significant role in successfully engaging full scope of skills and abilities within the workforce.critical in retaining key talent. Gratuity entitlement to staff on short term contract/ periodWe are a nonforprofit research organization registered under societies act. we are a project based organization and hire staff on short term contract 1 month to 1 year and long term contract renewable 3 years contract. staff who are on long term contracts are provided retirement benefits like pf gratuity etc. in some of the cases the period of short term employees are is extended time to time. in some cases staff members are converted from short term contract to long term contract. my understanding is staff are entitled of gratuity irrespective they are on short term contract or long term. whether it is written in the contract offer letter or not. but i seek your expert advice and my queries are as follows: 1. will short term staff be entitled of gratuity if they continuously work for five years? although it is mentioned in the contract that staff will not get any other benefit. 2. if some staff are converted from short term contract to long term contract. will staff get gratuity from the date of short term contract or from the date of long term contract? 3. is societies not covered under esi? Retention bonus - break even in terms of the recruitment cost?Hi all i definitely am part of the retention bonus scheme.the thought of retention bonus is very good but makes me wonder what is achieved in the end. i was just keen to drill a bit further. assuming by having a provision or a guarantee for a retention bonus an employee would want to stay back but the very intention for hr is to retain the person as well as to make the person productive on a long run and not to break even in terms of the recruitment cost. from a different context in the end an employee could still stay back and get the retention bonus and could be an average or less than average performer when appraised annually and gaining experience on the cv for a better chance elsewhere. in such a case wouldn t it be better to avoid the retention bonus? your insights on this is appreciated. regards balaji