Holland Enterprises
Holland Enterprises
Most recently the firm Holland Enterprises has retained an hr consultant to review analyze and revise the current compensation and benefit structure. We have seen since 2007 a 25% decrease in the workforce due to a lack of the benefits system that is in place. My team is committed to analyze and potentially change the perception that Holland’s benefit system is unfair and uncompetitive in the marketplace. We will find that organizations excel and remain competitive when they have consistent human resource practices that align with the companies organizational goals.
Increasing organizational productivity is important to any organization. “Managers know that simply paying employees more will not result in increased output and improved quality. They frequently find that employees who are overpaid or highly paid relative to others doing comparable work are sometimes less productive than their lower-paid peers or counterparts…Organizations realize that if they are to be more competitive, they must change this “I’m owed it” mentality to an “I earned it” mentality. A major opportunity available to organizations to bring about this change in attitude is to reduce the fixed part of compensation packages and increase the variable part. The variable components consist of all short- and long-term incentives and awards. The kind and amount of incentives and awards must be linked directly to desired employee behaviors, contributions, or results achieved. These incentives and awards comprise a pay-for-performance program “(Henderson, 2006). In other words Holland needs to have a system in place that rewards employees fairly while exciting them to provide the very best customer service to meet the demand of the business. “ Through the use of a fair and stimulating compensation system, Holland Enterprises can motivate their employees to complete their assigned tasks at the standards expected and in return the employee is compensated with a
wage/salary,
Most recently the firm Holland Enterprises has retained an hr consultant to review analyze and revise the current compensation and benefit structure. We have seen since 2007 a 25% decrease in the workforce due to a lack of the benefits system that is in place. My team is committed to analyze and potentially change the perception that Holland’s benefit system is unfair and uncompetitive in the marketplace. We will find that organizations excel and remain competitive when they have consistent human resource practices that align with the companies organizational goals.
Increasing organizational productivity is important to any organization. “Managers know that simply paying employees more will not result in increased output and improved quality. They frequently find that employees who are overpaid or highly paid relative to others doing comparable work are sometimes less productive than their lower-paid peers or counterparts…Organizations realize that if they are to be more competitive, they must change this “I’m owed it” mentality to an “I earned it” mentality. A major opportunity available to organizations to bring about this change in attitude is to reduce the fixed part of compensation packages and increase the variable part. The variable components consist of all short- and long-term incentives and awards. The kind and amount of incentives and awards must be linked directly to desired employee behaviors, contributions, or results achieved. These incentives and awards comprise a pay-for-performance program “(Henderson, 2006). In other words Holland needs to have a system in place that rewards employees fairly while exciting them to provide the very best customer service to meet the demand of the business. “ Through the use of a fair and stimulating compensation system, Holland Enterprises can motivate their employees to complete their assigned tasks at the standards expected and in return the employee is compensated with a
wage/salary,
References: Henderson, R. (2006). Compensation management in a knowledge-based world. (10th ed.). Upper Saddle River: Pearson Prentice Hall. ISBN: 0131494791 Retrieved from: http://www.hrcouncil.ca/hr-toolkit/compensation-systems.cfm Retrieved from: Retrieved from:http://www.erieri.com/tutorials/sa/index.html?lesson_2.htm Retrieved from: http://www.stonybrook.edu/hr/employmentservices/classification/equity_review.shtml