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论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-06-17编辑:felicia点击率:20924
论文字数:10509论文编号:org201506042324129112语种:英语 English地区:英国价格:免费论文
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摘要:这篇dissertation主要是对英国衣服和家用家具零售商Matalan员工薪酬支付结构进行分析,是一篇优秀的分析报告。
There are various types of payments and rewards, which can be introduced as part of the main structure. One the popular schemes are the bonus scheme, in effect the system of payments is through a bonus. There is a need to create a specific background before introducing this scheme; the management needs to be committed to the scheme. A big factor towards failure of most of these payment frameworks is the lack of ownership on part of the management. If the cost attached to the transition is not going their way, the management finds it easy to stop the process midway.
The employees need to be part of any new scheme, which is in the offing; they need to know the implications, benefits, disadvantages and time frame needed for a successful introduction. The measures, which define productivity, are always a contentious issue and so the management and employees need to be on the same page. A feedback system needs to be in place through which all are informed of the progress made and how the employee stands in terms of rewards towards work input. Communication is essential while implementing any new system or process, the best route would be to discuss the progress, the ways the productivity can be increased and how can all gain the most.
The work productivity measure is more or less decided based on the following methodologies –
The job role of the employee and the time input needed to complete the job at a satisfactory level
The actual physical production of goods/commodities and the time taken to do so
The actual physical production of goods/commodities and the cost of production
An additional value achieved or the cost of labour
The cost of materials used for production, cost needed to get a production going
Another way of sharing benefits is through the profit sharing scheme. Good example for this would be NatWest, which introduced this scheme. The staff does reach a point of identification and self-achievement when the results are grouped. The employees feel a greater sense of loyalty and commitment towards the job and the organisation. The performance is not in isolation and with regards to personal achievements; the employees also begin to see the bigger picture and what it means to have greater financial success. At the end all businesses are about profit, the biggest sense of achievement is to derive a balance between employee cost and the profitability.
The three common ways to determine how much to pay in the profit sharing scheme are as follows –
The amount of profits before tax
The directors at their own discretion decide how much to pay the employees under this scheme
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