Compensation management is vital for employee motivation. It shouldn’t be exclusive to large corporations. Everyone should be recognized for the value they bring to an organization’s success. Not just in companies with 1,000s of employees, and millions of dollars a year in salaries.
For many reasons, effective and fair compensation management is a must for every business. Employees who are recognized for the value they bring are more likely to be motivated, loyal and higher performing than those who’re not.
There are different ways that management and HR department can communicate appreciation. However, it’s important than compensation management policies are in place. Policies that make it clear exactly what the employee is receiving in total reward.
Simply put, it is the paycheck plus any benefits that come with the position. It is without question, 100% critical in the search for and retention of great employees. A great pay package is a serious incentive to not only take a job, but to excel at it.
Everything! OK, maybe not everything. However, the success of the HR Department in any company relies heavily on positive employee engagement. Ineffective and negative employee experiences will weaken any company.
The way HR handles employee relations tends to have a major effect on moral. This is especially so when dealing with sensitive personnel matters. It’s not always a walk in the park either. HR departments tend to have a direct impact on the employees of any company, large or small.
HR is responsible for hiring, firing, moral, payroll and benefits. These five matters impact employees more than anything else. Above all, there is perhaps nothing more motivating for employees, than compensation. It recognizes them and reinforces positive feedback through tangible pay raises and perks.
Compensation management also helps you ensure that the salaries offered are competitive. If all the data you’ve collected tallies with market trends, hiring managers can make an offer to a prospective candidate without low-balling or being too generous.
Employees may find out what their co-workers earn either online or through word of mouth, so it’s important to keep all compensation management practices fair and in line with the market rate. HR can calculate salary increases and bonuses this way too. However, there are critical arguments that denounce basing an employee’s future worth on past performance.
Overall, if your compensation management system is correctly projecting salaries, increases, bonuses, discounts and other perks, then employee retention will stay steady. Happy employees stay put.
To run your compensation management program without taking guesses or using information found on Google, you need a compensation management software program.
Compensation management software is exactly as it sounds. It’s an enterprise application that calculates, budgets for and maintains employee salaries. Additionally. it provides all of the information you need to know how salaries can change within an existing job role.
However, it’s important not to discount employee potential when calculating salaries. Compensation management software is extremely reliable. It is important to make it work within your company boundaries.
Compensation management systems tend to be operated by HR, but they can be accessed by department heads and managers too. Often, compensation management stats are accompanied by employee performance data. This combination helps determine offers, bonuses and annual increases.
Benefits play a major role whether a candidate accepts or passes on a job offer. Employers should consider using employee benefits as part of their compensation management program.
While healthcare differs greatly from country to country, making benefits part of your compensation management plan can help employees stay healthy. The software you invest in should help you keep up-to-date with wellness incentives in the workforce.
Whatever benefits you offer your employees, these can be tracked and compared to the market within a compensation management system. Since benefits play such a huge role in employee well-being, it’s vital for them to make a positive impact.
Compensation management software can also help you to encourage employees to take part in a wellness programs, which has the potential to lower healthcare costs all around.
There is a huge difference between compensation management and payroll.
Payroll is the preparation of worksheets and checks which will subtract income taxes and other deductions. It can also be used to keep track of salaries, payouts, wages and budgeting within a company and is a huge cost to most companies. Consequently having accurate records are a must have.
Compensation, on the other hand, refers to all pay types (salary included) and benefits that are provided to an employee by an employer. Life insurance, disability insurance, health and dental, and retirement funds are all part of compensation.
Most employers cover a portion of health insurance premiums, and help employees build their retirement fund. These are two wonderful ways to boost employee retention.
The size of your business might not matter, but your approach to compensation management does. Smart compensation policies are proven to help businesses expand. This is because they help with the acquisition and retention of high quality motivated employees.
In fact, compensation management is one of the most effective ways to keep employees happy and focused on achieving personal and business goals. Employers of any size should want to keep and maintain this goal-oriented attitude from employees.
Rome wasn’t built in a day, the same can be said for every business in existence. With proper planning, practices and compensation management, companies can skyrocket to success within a few short years.
If you think your compensation package needs review, there is no better time than now to do it. Success is waiting.
Thank you to Jennifer Bennett of Taylor Benefits Insurance Agency, for this contributing to this blog.