Therefore the System must be focus on the profitability of the organization and the creation of a competitive advantage. Manag an effective compensation system means evaluat work, benefits and benefits by determin: long-term remuneration for work policy; creation of compensation plans; expect benefit determination criteria; execution of wage programs; perform the user identification process; creation of compensation plans; formulation of criteria for determin expect benefits; implementation of payment programs.
Perform the user identification process;
Appropriate and effective salary determination (Deci E., Ryan R. 2007.) In the scientific literature, the function assign to salary determination ebay data and salary administration is ensur a unifi personnel policy, dur which the process of personnel motivation (remuneration for work, additional services, socio-psychological microclimate, etc.) is regulat. The development of the employee motivation system must focus on changes in the employee’s, department’s, operational processes and the overall work efficiency of the organization.
When evaluat motivation
It must be assess whether employees were invest in testing tools reward for improv the quality of work, whether the quality and efficiency of the employee’s work performance chang, what impact these changes had on the implementation of the organization’s business and the entire organization’s activities. In many countries, ensur the social nes of employees is establish by law, sett the minimum wage and the necessary conditions for the workplace.
On the other hand, the implementation of these functions
Is bas on the ne to solve individual powder data employee motivation problems that can ruce work productivity. Since work as a source of income for employees, an occupation dur which a person supplies himself with food and other products necessary for a person’s existence, earns are also valu as a motivat factor that increases efficiency (Deci, Ryan, 1985, p. 551). The creators of the motivation system , J. Marshall, D. Blank, L. Meen (2004), note that the scientific theory distuishes the variables on which the individual motivational function of the salary depends.