How Can We Create Effective Incentive Plans for Employee Relations Executives?

Hi All,

I am working with a software company as an Employee Relations Executive. I am responsible for handling all the issues of my consultants working in the US at our company's payroll. This includes issues related to their insurance, payroll, relocation, joining formalities, HR documents, etc. I address all their grievances or concerns.

I would really appreciate it if you could suggest some incentive parameters to develop incentive plans for Employee Relations Executives in the company.

I am eagerly waiting for your responses.

Regards, Richa

Thank you very much, sir. I appreciate your cooperation. I did not have a chance to go through all the topics in detail, but upon reading the subjects, it appears very interesting and useful.

My concern is that most of the areas covered in the provided link are target-oriented, such as sales and recruitment. However, my profile is not based on targets, and I cannot measure my performance in quantitative terms. I would greatly appreciate it if you could provide detailed guidance considering my profile. I am new to the industry and do not have much practical knowledge.

I seek the kind guidance of all the seniors in the forum. Please suggest to me what parameters I can use to develop an incentive plan for an Employee Relations Executive in an IT company.

Regards,
Richa

Qualitative data is difficult to isolate, identify, reinforce, and reward in order to bring sustainability. For example, spending time on an exit interview, delving deep into the suggestions, and then initiating changes in organizational structure, reporting hierarchy, processes, etc.

The first step is to write down your job activities in detail. For each activity, make a flowchart so that you can reduce redundancy, inefficiency, and unnecessary processes. For each task, calculate the time and cost.

Next, focus on the aggregation and disaggregation of data (e.g., calculating the total number of compliances/incidents and then breaking down incidents by category, region, function, etc.). This analysis will lead you to a set of metrics.

Please keep me posted on the progress.

Surya

Thank you so much, Surya. I appreciate your quick response. I will try to do what you have suggested and hope to get something out of it.

Regards,
Richa

Hey Amit,

How are you doing?

I don't know much about distance learning, but I have heard a lot about Symbiosis. You can check the link www.indianmba.com/Distance_Education/. It has a state-wise list of institutes offering distance learning MBA programs. The choice of course depends on your interest and background. I believe that if you are opting for distance learning, then all institutes are more or less the same.

Having a degree is always beneficial, but if you are pursuing distance learning for better job prospects, it is advisable to gain experience in the field you plan to specialize in during your MBA.

If you need further suggestions, I recommend providing more details about your educational background and work experience (if any) so that senior members on the forum can offer more precise guidance.

Good luck.

Regards,
Arusha.

Arusha, thank you for guiding me. Your guidance is very useful for me. Currently, I am working with a small-cap company as a purchase in-charge dealing with heavy electrical goods. Given my current work situation, what do you think would be better for me? Would you like to provide me with further suggestions? Sorry for the delay in responding, as I was in an area with no internet access. I hope you don't mind. Bye-bye, with regards and Happy "Diwali." Amit Kumar