Compensation Management | Non-Monetary Employee Benefits and Services

Compensation Management | Non-Monetary employee Benefits and Services

Any benefits & services that the employee gets - besides the direct remuneration, is simply known as employee Benefits and Services. However, it is not mandatorily related to employee performance rather indirect compensation. Usually, employee benefits & services are offered more as a condition of employment only.

Practically every organization ought to provide benefits and services to its employees. Why because, it is largely believed that, indirect remuneration or compensation seems to have a strong power of motivation more than the direct pays.

Also, Read- How to offer competitive compensation to employees

Then again, any increase in employee direct pays may impact both employees and employers negatively too – it can add to employee’s taxable income and it may boost the monthly fixed salary/payroll cost of employers which is less in case of indirect compensation.

Comments

Performance Appraisal Management System (PAMS)|Guidelines for developing a performance Management system

Performance Appraisal Management System (PAMS)| Guidelines for developing a Performance Management System Image by: Teala Wilson Performance Appraisal Management System has been around for more than a decade (100 years) now, yet no one is getting it right! Too often, the employees’ listens as the managers lead the conversation. An effective PAMS works similar to a walkie-talkie. An Introduction to Performance Appraisal Management System It is a process which contributes to the effective management of talents (Individual and team) in order to achieve improved levels of employee and organization performance and development. A performance appraisal is: One of the Managers utmost important responsibilities An on-going process, not a single event. The finale of brief meetings between the manager and employee during the entire performance period. An impartial way to determine whether the employee has met preset expectations and how well he/she has done. A tool to

HR End to End ...small # medium# Startups

HR End to End ...small # medium# Startups A very warm welcome!! We are pleased to introduce ourselves as a HR services provider company that aspires to be the best partner to its clients. We have great value for our clients with whom we maintain a very close interaction and thus our success lies in providing successful service and backup with mutual consent and co-operation. Our philosophy is to.. aid you succeed! … by providing one stop HR solution to meet the every expectation of our clients with regards to their most valuable resources which is Human Capital! Our dedicated team of competent and well networked professionals aids our clients to accelerate innovotation,increase productivity, reduce cost and optimize human asset utilization in order to achieve continuous growth and desired profitability. Area of Focus Our prime focus is to deliver customized HR solutions… Just for you! We are delighted to offer the broadest HR solutions portfolio ranging from –

HARASSMENT IN THE WORKPLACE: EVERYTHING YOU NEED TO KNOW, HOW TO PREVENT HARASSMENT IN THE WORKPLACE? WHAT IS SEXUAL HARASSMENT IN THE WORKPLACE?

HARASSMENT IN THE WORKPLACE: EVERYTHING YOU NEED TO KNOW, HOW TO PREVENT HARASSMENT IN THE WORKPLACE? WHAT IS SEXUAL HARASSMENT IN THE WORKPLACE? Types of Harassment in the Workplace What is Sexual harassment in the workplace? How to draft Policy of Sexual harassment in the workplace? Identifying and Preventing Harassment in Your Workplace Common Examples of Workplace Harassment Harassment in the Workplace: Everything You Need to Know How to Identify & Report Sexual Harassment in the Workplace Harassment- and Bullying-Free Workplace Policy How to Prevent Harassment in the Workplace Code of practice to address workplace harassment Handbook on Sexual Harassment of Women at Workplace Image Courtesy: inkraft555@blogspot.com HARASSMENT: A HOLISTIC VIEW Harassment covers a wide range of behaviors of an offensive nature. It is commonly understood as behavior that demeans, humiliates or embarrasses a person, and it is characteristically identified by its unl

End-to-End-HR-Blog

Search This Blog