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1、SalaryReviewGuidelines Guidelinesonthedistributionofincrements anattempttoovercomethevaryingstandardsofjudgmentleadingtoan allmyducksareswans approachtorewardingstaff Thedistributionscalemayberelatedtoaguidelinelikethis AssessmentIncrement DistributionA outstanding9 10 10 B good7 8 20 C satisfactory
2、4 6 50 D needsimprovement0 10 E unsatisfactory0 10 SalaryReviewGuidelines Guidelinesonratesofprogression managersarehelpedtoplansalaryprogressionbybeinggivenanindicationofthenumberofyearsitshouldtakestaffatdifferentlevelsofperformancetoreachthetopofthegradeand inzonesofsalaryrange thelimitswithinthe
3、rangewhichcanbereachaccordingtotheirperformance AssessmentLimitInGradeTypicalLengthLearningzone1to3years2yearsPerformingzone4to6years5yearsExceedingzone2to4years3years SalaryProblems Absorbingmarketratespressures ariseswhengeneralandindividualsalaryreviewshavenotenabledthecompany ssalarylevelstokeep
4、pacewithincreaseinmarketrates itisexacerbatedifthecompanyisexpandingandiscompelledtoobtainkeystaffwhoareinshortsupply Wideningdifferentials differentialsarewideningbetweenandwithincompaniesinthefollowingareas betweenhigh andlow payingorganizations thevariationsinprosperitybetweendifferingsectorsofin
5、dustryandcommerceandbetweenregionsaremajorcontributorstothisproblems betweencompaniespayingbonusesorincentivesandthosepayingstraightsalaries SalaryProblems betweentopandmiddlemanagementwithincompanies thisispartlyincentiveled betweenexecutivesrecruitedbysearchandthosewithaone companycareer Performan
6、cepay tendtofavourthefewwhoseresultscanbemeasured merit assessmentaretoooftenbasedonsubjectiveandbiasedjudgments canbeavoidedonlybyintensivetrainingofassessorsandbycarefulmonitoringoftheappraisalscheme SalaryProblems Staffreachingthetopoftheirsalaryleague staffreachingthetopoftheirsalaryrangemayfeel
7、demotivatediftherearenoprospectsforpromotion itispossibletodealwiththisproblembyintroducingontopofthenormalsalaryrangeapremiumzonewhichisreservedforoutstandingstaffwhosepromotionisblocked Startingsalaries theproblemofstartingnewstaffathigherratesthanexistingemployeesshouldbeminimizedifinternalsalary
8、levelsareregularlyreviewedincomparisonwithmarketrates SalaryProblems Deterioratingjobevaluationschemes theschememaynothavebeencontrolledproperly sothatgradedriftoccursthroughunjustifiableupgradings schememayhavelostcredibilitybecauseitnolongergivesacceptablesolutions administrationmayhavebecomesobur
9、eaucraticthatthetimetakentoproduceanswersisundulyprolonged thesolutionistomakeadeterminedefforttotightencontrolsandspeedupadministration makingonlyminormodificationstothescheme ObjectivesofPerformance RelatedPay PRP Motivateallemployees notjustthehigh flyers Increasethecommitmentofemployeesbyencoura
10、gingthemtoidentifywithitsmissionandvalues Reinforceexistingculturesandvaluestofosterhighlevelsofperformance innovationandteamwork Helptochangecultureswheretheyneedtobecomemoreperformance orientedandresults oriented orwheretheadoptionofothernewandkeyvaluesshouldberewarded Discriminateconsistentlyandb
11、eequitableonthedistributionofrewardstoemployeesaccordingtotheirperformanceresultsandcontributions ObjectivesofPerformance RelatedPay PRP Deliverapositivemessageaboutperformanceexpectationsofthecompany focusesattentiononkeyperformanceissues Directattentionandendeavourbyspecifyingtheorganization sperf
12、ormancegoalsandstandards Emphasizeindividualperformanceorteamworkasappropriate Improvetherecruitmentandretentionofhigh qualitystaff PRPcostswillbeinlinewithcompanyperformance KeyFactorstoConsiderWhenIntroducingPRP MatchingtheculturesuccessfulPRPschemesneedtomatchthecultureandcorevaluesoftheorganizat
13、ion LinkingPRPtobusinessstrategythefocusneedstobeonstrategicbusinessissueswhichemergefromthebusinessplanningprocess BalancingquantitativeandqualitativemeasureswhilemostPRPschemesrelyonquantitativemeasuresofperformance qualitativefactorsneedtobeintroducedforthemeasurementofindividualbehaviouregbalanc
14、edscorecardsTheneedforflexibilityflexibilityinmaking milestone paymentswhichconveytherightmessagesforthefuture Theneedtopromoteteamworktheimportanceofteamworkshouldberecognizedinstructuringtheschemeanddefiningcriticalsuccessfactorsandperformanceindicators KeyFactorstoConsiderWhenIntroducingPRP Thene
15、edtoavoidshort termthinkingsettinglong termaswellasshort termgoals anddiscussingshort termobjectivesintheiroverallcontext InvolvementinthedesignprocessdesigningPRPschemesshouldbeaniterativeprocess tryingandtestingideasonmeasuresandstructureswiththosewhowilleventuallybeinvolvedinascheme Gettingthemes
16、sageacrossalltypesofPRPareverypowerfulformsofcommunication Togettherightmessagesacrossforanyscheme onemustmakekeydecisionsonthefollowing Howcantheschemeachievethebestpossiblelaunch Isitbettertogivenopay outratherthanalowpay out Whatisthebestpsychologicalmomentforpay out Whatcommunicationsshouldbeusedtogainmaximummotivationalimpactfrompayment Howshouldcommunicationsbehandledwhentheschemerequireschanges Competencebands Excellent Good Satisfactory PerformanceLevels Performing Learning Competenceand
