This presentation discusses pay-for-performance plans and their effectiveness from both the employer and employee perspective. It notes that there needs to be a balance between organizational profit goals and fair reward systems. It also stresses the importance of reasonably measuring objectives and translating skills into measurable performance metrics to effectively implement such plans. However, employees may view them as increasing strain and having inconsistent or unappealing compensation impacts. Employers also face challenges in consistently following performance and determining plan effectiveness. In the end, mutually beneficial pay-for-performance policies that help organizations succeed competitively are recommended.

1. A
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Creation

2. IInnttrroodduuccttiioonn
 Organisations want to maintain high profits
 There should be balance between the reward system
and profit goals.
 This presentation looks at pay-for-performance plan.
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3. Measurement ooff EEffffeeccttiivvee PPaayy ffoorr
PPeerrffoorrmmaannccee
There should be management of the payment system.
There should be reasonable measurement of objectives to
realize effective measure of performance.
Organisational achievement of goals show the reward
system is good.
Translation of skills to measureable performance is
important.
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4. Measurement ooff EEffffeeccttiivvee PPaayy ffoorr
PPeerrffoorrmmaannccee
Remuneration based on performance and quality increases
quality of performance.
Pay based on performance increase quality and
competitiveness.
Different schemes should focus on performance
improvement.
Performance schemes are helpful in determining the
effectiveness of any pay for performance process.
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5. Employees’ PPeerrssppeeccttiivvee oonn PPaayy ffoorr
PPeerrffoorrmmaannccee
Disadvantages to employees:
They are supposed to work harder
Many workers end up straining
Inexperienced employees may have low payments
It may be a one-time bonus
 Does not guarantee a salary increment
 It becomes unappealing if it is not consistent
Employees find it hard to be consistency
Performance drop affects remuneration
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6. Employers’ PPeerrssppeeccttiivvee oonn PPaayy ffoorr PPeerrffoorrmmaannccee
HR department should get views from employees.
It is good to determine the effectiveness.
Realizing effective pay for performance is difficult.
Implementing this method is difficult.
An organisation conducts detailed performance
appraisals.
Management has a challenge in following up
performance consistency.
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7. CCoonncclluussiioonn
Organisations should plan mutually beneficial pay for
performance policies.
Organisations that employ this plan effectively
succeed and maintain competitive advantage.
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