After two years of painful
In many organizations, pay hikes will come in the form of variable compensation plans. Properly implemented, they can drive productivity while also controlling the fixed costs associated with salaries and hourly pay. (See “3 variable pay trends help weather recession”.)
But in a volatile economy, implementing performance incentives and bonus plans that motivate employees and avoid windfall payments is easier said than done. Experts say two tactics can help HR pros create variable pay plans that strike a balance between risk, reward and fiscal stability.
1. Set a sliding scale
Base variable compensation on (register to read more)relative to a quantifiable baseline target. Some examples: 10% waste reduction, 5% revenue growth, 10 or fewer errors per week, 20 or more cal...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- The wisdom of correcting I-9s
- Mayors' forecast: Miami job losses among nation's worst
- What Pennsylvania employers need to know about medical marijuana
- Mandatory EEO-1 surveys due back to EEOC by Sept. 30