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EVALUATION AND REMUNERATION MANAGEMENT

I have an insolvable task. I need a higher job performance from the employees, however, at the same time I have to save money on payroll.

There are a number of solutions, which are always based on the actual situation in your company. In general, we are able to work out an evaluation and remuneration system for individual employees, which will be economically feasible, yet motivating to reach higher performance.

In order for employees to be motivated to achieve optimum work performance, the company has to have clear performance evaluation criteria in place including their link to remuneration. The goal of the evaluation process is to set up criteria for employees. Based on these criteria their work performance will be evaluated and feedback on their work results will be shared with them on a regular basis. The aim of the remuneration process is to determine the level of remuneration of individual employees based on their position and work performance.

By connecting these two systems, one transparent and effective system with a direct link between the quality of  work performance and level of remuneration is developed.

We offer professional services in the following areas:

  • analysis of current condition of the evaluation and remuneration systems within the company and their link to  work performance, suggestion of changes to be implemented
  • transition from a simple remuneration system (fixed wage) to a more complex system (fixed wage + incentive component, incentive wage only...)
  • identification of the evaluation role within the company (communication, constructive feedback, improvements), analysis of who evaluates most often, to which positions this role is linked, formalization of the evaluation into a comprehensive evaluation system
  • adjustment of the evaluation and remuneration systems in order for them to be defined, managed and in line with the quality management systems (ISO, EFQM, CAF)

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