SUPPORTING THE BUILDING OF A SALARY AND REMUNERATION PROGRAM
Large, successful companies like Google and Apple have long ago realized that remuneration, bonuses and incentives are directly linked to motivation. They enable the employee to make the connection with the process through two parallel paths. One path is the desired results in the context of the project or work itself. The second path is the personal remuneration, which creates an incentive to create, plan and develop successful work processes and, at the end of the day, to produce actual results.
Whether you are a CEO, a VP Sales, VP HR, or fulfill any other role in which you are responsible for employees, for work processes and for results, and whether you are at the top of a large organization or even a small business – it is important to create orderly salary and remuneration programs enabling you to provide the employees with the most appropriate, most effective incentive on their way to accomplishing the goal.
SO WHICH MODEL IS THE MOST SUITABLE FOR YOUR EMPLOYEES?
Simply making an arbitrary decision to decide one day to give this employee a bonus and on another day to reward that department – is not enough. In order to generate motivation on a permanent, systematic basis, and in order for such an initiative to prove itself financially as well, it is imperative to plan and build a model suited in advance for you and for your specific workforce.
We at Compvision have approximately 15 years of experience in building performance-dependent remuneration programs – bonuses for executives and employees, incentives for sales managers and personnel, remuneration of service and manufacturing operations, and more.
HOW DOES THE PROCCESS OF BUILDING THE REMUNERATION PLAN WITH COMPVISION WORK?
In addition, we offer an option within we take responsibility for implementation and operation of the programs:
For each customer we create a unique custom-built process according to the existing data, company structure, strategy and number of employees.