Out sourced HR Services
We begin by asking: “To succeed, what kind of a person does your organization need to attract, retain, and motivate?” From there, we’ll explain how to align your organization’s objectives, its pay philosophy, and ultimately the way it designs and implements its salary structure, short-term incentives, long-term incentives, and benefits
Since one of the goals of an organization’s compensation strategy is to encourage high employee performance (and thus meet key business goals), compensation should be a natural piece of your overall performance management strategy. Performance and compensation management unites performance management and compensation management under one umbrella so an employee’s job-related performance is more directly tied to their compensation
Hourly Pay/Wage: The most common and direct form of compensation. Typically used with unskilled, semi-skilled, and part-time positions.
Salary: Customarily a yearly amount that is split evenly into pay periods so that workers receive the same amount every paycheck throughout the year. Positions that require more education or specific skills generally pay a salary.
Commission: Commission-based compensation is designed to incentivize employees to produce at a high level and may be used in certain industries where the employer cannot guarantee a consistent workload.
Bonuses: Bonuses give businesses a flexible option to reward employees additionally for great performance.
