SHORT-TERM INCENTIVES短期激励.pptVIP

Short-Term Incentives Those additions to base pay provided to employees within the current year. Short-Term Incentives In reviewing opportunities for granting short-term incentives, employees must be viewed from four different perspectives: Individual contributors Team members Work units Organization members Premiums Differentials Premiums Differentials Overtime Pay Shift Differential Weekend Holiday Work Call-back Reporting Standby Cleanup Time Burdensome Distasteful Hazardous Work Pay-For-Units-Produced The oldest of all incentive programs. It was sophisticated in the scientific management theories of Frederick Taylor in the late 19th century. The basic three S’s of workplace efficiency programs are: Standardize - Simplify - Specialize Pay-For-Units-Produced The three building blocks that provide the foundation for many pay-for-units-produced incentive plans are: Establishing the time required….. Determining what should be considered an acceptable level of performance…... Establishing an acceptable level of pay…. Team Incentive Plans Most of the various kinds of individual incentive plans described in our text can be used in rewarding the efforts and contributions of teams. Aggregating Employees ForIncentive Opportunities It is not unusual for executives to receive short-term bonuses equal to 50% of base pay and for other senior managers to receive bonuses equaling 25% to 50% of base pay. While short-term incentive programs have descended through the management structure, the major recipients continue to be the senior managers. Aggregating Employees ForIncentive Opportunities The size of the bonus pool from which management short-term incentives are taken is normally determined by some form of profit measurement. Aggregating Employees ForIncentive Opportunities The measures used will vary by organization and they are normally formula driven plans with one or more of the following characteristics: Profit Before Taxes Profit After Taxes R