InterClean Compensation Plan InterClean continues to move forward in becoming the leader in cleaning and sanitation industry. This company’s vision is achievable greatly due to the selected and assembled group of employees who are motivated to perform at high-level standards at InterClean. To this end, this group of individual requires consideration of balance and comprehensive compensation package that will account the degree of achievement set and obtain by the individual. The compensation plan
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Compensation and Benefit Plans Name: Institution: The strategic goal of any company is to provide the best service to customers while remaining cost effective and decreasing expenses. The company’s decision to hire a Computer Information System (CIS) Programmer is aimed at helping the company close the organization’s current gap and save the organization money in the long run. The incoming CIS programmer is expected to help the company
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Compensation Plan for InterClean Puerto Rico Victor D. Rodriguez Rivera HRM -531 PR Human Capital Management July 22nd, 2013 Compensation Plan for InterClean Puerto Rico The new compensation package for InterClean Puerto Rico’s branch needs to have the ability to attract and retain quality employees who add to the company’s bottom line and this will basically depend on how attractive the compensation is to get the best possible candidates on the market. The traditional salary plus bonus
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Compensation and Benefits Plan Based on the job analysis performed previously by Team B for the program manager position, the success of the new engine program would bring in a big jump in sales for the company. Thus, the program manager position is important to ensure a quality completion of the program. Keys to successful compensation and benefits plan are to provide fair compensation to attract and retain employees and to align with the company’s strategic goals. The proposal for the compensation
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Compensation and Benefits Plans In week three, the team openly discussed evaluating pay and incentive systems, as well as, direct and indirect compensation topics in their related fields. Feedback revealed two out of the three members believed compensation to be relatively equitable. Working for a publicly traded organization, one member wondered why stock options were not included in her current compensation package. Understanding effective merit-pay systems and what they entail made her realize
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Compensation and Benefits Plan Compensation and benefits curriculum have a considerable amount of influence in a business’ capability to allure and retain workforce. Understanding the company’s goals, attracting experience candidates, and reward the existing employees will expand benefits and compensations to fit the potential position and work environment. By built on a strong working characteristic, respected core benefits package with insurance, and superior compensations Freeley & Driscoll can
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The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior Compensation can be defined as “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” whether directly (compensation) or indirectly (benefits) (Katz, 2012). A strong and competitive compensation and benefits package is a powerful instrument for attracting
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Running head: Career Development Plan four Career Development Plan four –Compensation By Emery Sutton Human Resources Management 531 Instructor Ken Santiago U of P 8-5 -2010
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Compensation Plan The purpose of this document is to present a proposal for a compensation plan for the newly formed sales team detailing the plan components, incentive packages, benefits, and the reasons the plan will work. Strategic benefit planning helps the company to balance the cost with the value and results obtained. It supports the mission and the employees who are the internal customers of such plan (Rappaport & Barocas, 1993). 1. Business Strategy Alignment InterClean’s new business
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This is a proposal for a compensation plan for InterClean as we move toward our new structure. We have merged with EnviroTech and we are evolving into not just a company that offers product but also a service. We have invested in training and will continue to do so to retain our employees and having a solid compensation plan in place will assist us in doing so over the years. This plan will be used by management for a variety of purposes to further the existence of the company. It maybe adjusted
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