We design HR Policies, benefits and compensation to incentivise almost everything under the sun. Does this truly work ?
I hear from HR across the continuum about escalations on compensation. Most of the issues, I find are due the incentives.
Addressing one's need to livelihood, is mostly answered by the salary. No matter whatever the perceptions about needs and want may remain, the amount offered through Cost-To-Company , is supposed to be a standard amount that can be paid in lieu of the services offered.
A stimulus to effect a sudden rise in performance standard , backfires specially when the incentive program is over sold and the parameters aren't transparent.
How are you countering this? Please do share the measures that you have taken to avoid the Incentive program to backfire ?
NB: Please consider keeping your answers 'anonymous' if talking about your firm's compensation policy is against the privacy standards.
I hear from HR across the continuum about escalations on compensation. Most of the issues, I find are due the incentives.
Addressing one's need to livelihood, is mostly answered by the salary. No matter whatever the perceptions about needs and want may remain, the amount offered through Cost-To-Company , is supposed to be a standard amount that can be paid in lieu of the services offered.
A stimulus to effect a sudden rise in performance standard , backfires specially when the incentive program is over sold and the parameters aren't transparent.
How are you countering this? Please do share the measures that you have taken to avoid the Incentive program to backfire ?
NB: Please consider keeping your answers 'anonymous' if talking about your firm's compensation policy is against the privacy standards.