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Some of these key components, such as work modification techniques like telecommuting, are highly cost effective and companies may be able to implement these components more readily than they will be able to provide more expensive components such as healthcare coverage. Moreover, work modification programs may be able to justify higher levels of pay and benefits for participating employees as a result of increased productivity. For instance, Raines and Leathers (2001) note that, "Telecommuting may alter the wage bargain as workers increase their productivity by working at home. Productivity has increased 30% in some telecommuting industries" (p. 307). It should be pointed out, though, that the costs associated with funding and administering an effective compensation and reward program can be prohibitively expensive unless management keeps a close eye on the cumulative effects of these programs. In this regard, Hayes (2006) emphasizes that, "Employers must calculate and pay salaries, schedule and track tax and benefits payments, meet a host of workplace regulations and keep accurate records about every detail" (p. 49). Therefore, although there is no "one-size-fits-all" approach available, effective compensation...
& Roberts, J.A. (1996). Pay satisfaction and sales force turnover: The impact of different facets of pay on pay satisfaction and its implications for sales force management. Journal of Managerial Issues, 8(2), 154-155.
Hayes, M. (2006). Be an HR resource for your clients: From benefits administration to facilitating retreats, HR services fit many core CPA skills. Journal of Accountancy,
202(5), 49-50.
O'Bannon, D.P. & Pearce, C.L. (1999). An exploratory examination of gainsharing in service
organizations: Implications of organizational citizenship behavior and pay satisfaction.
Journal of Managerial Issues, 11(3), 363.
Raines, J.R. & Leathers, C.G. (2001). The new wave of workplace technology will create a flood of change in social institutions. Journal of Economic Issues, 35(2), 307.
Sulkin, a. (1999, July). Keeping your eyes on the prize - Building…
References
Chonko, L.B. & Roberts, J.A. (1996). Pay satisfaction and sales force turnover: The impact of different facets of pay on pay satisfaction and its implications for sales force management. Journal of Managerial Issues, 8(2), 154-155.
Hayes, M. (2006). Be an HR resource for your clients: From benefits administration to facilitating retreats, HR services fit many core CPA skills. Journal of Accountancy,
202(5), 49-50.
O'Bannon, D.P. & Pearce, C.L. (1999). An exploratory examination of gainsharing in service
Reward Programs in the Workplace Fieldwork Timeline and Budget Reward and incentive programs are a popular component of employee benefit packages. Many employees value such offerings as flexible scheduling, tuition assistance, and child care in order to satisfy personal needs and professional development. In today's society, it is becoming increasingly common to align these reward systems with the overall business strategy of an organization in order to satisfy business needs and to improve
Rewards at Work As competition for quality workers heats up, companies are seeking new and innovative ways to reward and motivate their workers. Rewards can help with attraction and retention of good people. Most companies have similar rewards, as many types of benefits are considered to be standard -- things like health insurance, time off, dental and others are considered the norm in any position worth having at a company worth
Score cards for the first level would be handed out and the program and the prizes explained. The start date would be set starting the day that the employee gets their score card. Each score card would require three months of consistent metrics in order to be signed off by the employee's supervisor. Once signed off, that employee receives their rewards at a monthly group award meeting. Works Cited "Case Study:
total rewards programs for firms. This is from a large number of high profile scandals (i.e. Tyco) that are highlighting how these abuses have been taking place. To prevent these kinds of challenges in the future, there will be a focus on the current issues impacting companies and how they can address these issues. Once this happens, is when specific policies and procedures will be introduced to help firms
Total Rewards Program Evaluation: Case Study of Geico Total rewards are all available tools that employers can use to motivate, attract and retain employees. In other words, rewards are the compensations that organizations provide to employees for the services rendered to the company. However, rewards are not simply to offer payments or direct currencies for employees; however, rewards are the other form of non-financial benefits that can be converted to currencies,
Total Rewards Program Introduction & Purpose With greater understanding of how key business objectives like employee attraction, retention and motivation contribute to overall business outcomes, human resources departments have been challenged with expanding their scope, and looking at the total rewards experiences of their companies’ employees. When the links between business strategy, people strategy and total rewards are mapped out, it becomes apparent that getting the right workers into the right jobs