HRM Employee Contribution

HUMAN RESOURCE MANAGEMENT

COMPENSATION OF HUMAN RESOURCES

RECOGNIZING EMPLOYEE CONTRIBUTIONS

PRESENTED BY:
DANNA CARLA M. DELA CRUZ
INCENTIVE PAY
-forms of pay linked to an employee’s performance as an individual,
group member, or organization member.
Effective Plans for incentive pay to motivate employees
• Performance measures are linked to the organization’s goals.
• Employees believe they can meet performance standards.
• The organization gives employees the resources they need to meet
their goals.
• Employees value the rewards given.
• Employees believe the reward system is fair.
• The pay plan takes into account that employees may ignore any goals
that are not rewarded.
INCENTIVE PAY
Types of Incentive Pay Program:
• Pay for Individual Performance
• Pay for Group Performance
• Pay for Organizational Performance
PAY FOR INDIVIDUAL
PERFORMANCE
Variety of Incentives for Individual
Performance:
• Piecework rates
• Standard hour plans
• Merit pay
• Individual bonuses
• Sales commissions
PAY FOR INDIVIDUAL
PERFORMANCE
PIECEWORK RATE
-a wage based on the amount workers produce. This type of
incentive is most suited for very routine, standardized jobs with
output that is easy to measure.
Straight Piecework Plan

-incentive pay in which the employer pays the same rate per
piece, no matter how much the worker produces.
Differential Piece Rates

-incentive pay in which the piece rate is higher when a greater
amount is produced.
PAY FOR INDIVIDUAL
PERFORMANCE
STANDARD HOUR PLANS
- an incentive plan that pays workers extra for work done in less
than a preset “standard time’’.
MERIT PAY
-a system of linking pay increases to ratings on performance
appraisals. Merit pay program are based on two factors: the
individual’s performance rating and the individual’s compa-ratio.
This system gives the biggest pay increases to the best
performers and to those whose pay is relatively low for their job.
-this type of decision signals that excellence is rewarded.
PAY FOR INDIVIDUAL
PERFORMANCE
PERFORMANCE BONUSES
-rewards individual performance but are not rolled into base
pay. Bonus is a one-time reward.
SALES COMMISSIONS
-incentive pay calculated as a percentage of sales.
PAY FOR GROUP
PERFORMANCE
Variety of Incentives for Group
Performance:
• Gainsharing
• Group Bonuses and Team Awards
PAY FOR GROUP
PERFORMANCE
GAINSHARING
-group incentive program that measures improvements in
productivity and effectiveness and distributes a portion of
each gain to employees.
For example: if a factory enjoys a productivity gain worth
$30,000, half the gain might be the company’s share. The
other $15,000 would be distributed among the employees in
the factory.
PAY FOR GROUP
PERFORMANCE
GROUP BONUSES AND TEAM AWARDS
-incentives tend for smaller work groups (in contrast to
Gainsharing which reward the performance of all
employees at a facility).
PAY FOR ORGANIZATIONAL
PERFORMANCE
Variety of Incentives for Organizational
Performance:
• Profit Sharing
• Stock Ownership
PERFORMANCE
PROFIT SHARING
-incentive pay in which payments are a percentage of
the organization’s profits and do not become part of
the employees’ base salary.
Example: Depending on how large General Motor’s profits are in

relation to its total sales for the year, at least 6 percent of the
company’s profit are divided among the workers according to how
many hours they worked during the year.
PERFORMANCE
STOCK OWNERSHIP
-a plan to make employees part owners of the organization.
Stock Options
-rights to buy a certain number of shares of stock at a specified
price.
Employee Stock Ownership Plan (ESOP)

-an arrangement in which the organization distributes shares of
stock to all its employees by placing it in a trust. The most
common form of employee ownership.
BALANCED
SCORECARD
-a combination of performance measures directed toward the company’s
long- and short-term goals and used as the basis for awarding incentive
pay. Organizations customize their balanced scorecards according to
their markets, products and objectives.
PROCESSES THAT MAKE
INCENTIVES WORK
• Participation in Decisions
• Communications
INCENTIVE PAY FOR
EXECUTIVES
Because executives have much stronger influence over the
organization’s performance than other employees do, incentive
pay for executives warrants special attention.
Short term incentives include bonuses based on the year’s
profits, return on investment, or other measures related to the
organization’s goals.
Long term incentives include stock options and stock purchase
plans.
Balanced-scorecard approach is used to measure performance
for executives.
Executives need the ethical backbone to be honest about their
company’s performance even when dishonesty or clever shading
of the truth offers the tempting potential for large earnings.

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HRM Employee Contribution

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HUMAN RESOURCE MANAGEMENT

COMPENSATION OF HUMAN RESOURCES

RECOGNIZING EMPLOYEE CONTRIBUTIONS

Straight Piecework Plan

Differential Piece Rates

Example: Depending on how large General Motor’s profits are in

Employee Stock Ownership Plan (ESOP)

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