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Strategic Compensation Program

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Business
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Running head: ORGANIZATIONAL COMPENSATION PROGRAM
Organizational Compensation Program
Name of the Student:
Name of the Institution:
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ORGANIZATIONAL COMPENSATION PROGRAM
Introduction
Employee performance plays a significant role in an organization’s strive for success. To
attain an organization’s objectives, both individual and group performances are needed. Most
business organizations develop compensation programs to improve employee performance, hence
enabling the organization to achieve its goals efficiently. However, if a performance recognition
program is poorly structured, the organization’s goals may not align with individual or group
engagement. Nowadays, there are many business pressures which make organizations strive for
an efficient and effective way to execute their strategy to remain competitive.
Tying of Performance to Goals
The concept of tying performance usually determines that the performance level of a group
or an individual is directly aligned with organizational goals in both direct and indirect ways. It
generates its foundation from the understanding that individual performance and efforts ensure
that organizational goals are effectively attained. The need to leverage the competence of
employees is critical for mid-size and small firms since they cannot compete with large firms when
it comes to technology or financial resources. Therefore, to survive in today’s marketplace, firms
need to be more productive and cohesive in making employees effort align with the goals of the
organization (Milkovich, Jerry, & Barry, 2013).
Performance Measurements
There are various ways that an organization’s management can use to measure individual
and group-level performance. For individual performance, work attendance is suitable for an
organization. Moreover, they can look at work output and safety records of an individual. For
group performance, an organization can measure attendance to group work as it is easy to track an

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Running head: ORGANIZATIONAL COMPENSATION PROGRAM Organizational Compensation Program Name of the Student: Name of the Institution: Date of Submission: ORGANIZATIONAL COMPENSATION PROGRAM Introduction Employee performance plays a significant role in an organization’s strive for success. To attain an organization’s objectives, both individual and group performances are needed. Most business organizations develop compensation programs to improve employee performance, hence enabling the organization to achieve its goals efficiently. However, if a performance recognition program is poorly structured, the organization’s goals may not align with individual or group engagement. Nowadays, there are many business pressures which make organizations strive for an efficient and effective way to execute their strategy to remain competitive. Tying of Performance to Goals The concept of tying performance usually determines that the performance level of a group or an individual is directly aligned with organizational goals in both direct and indirect ways. It generates its foundation from the understanding that individual performance and efforts ensure that organizational goals are effectively attained. The need to leverage the competence of employees is critical for mid-size and small firms since they cannot compete with large firms when it comes to technology or financial resources. Therefore, to survive in today’s marketplace, firms need to be more productive and cohesive in ma ...
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