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Glosario de términos de gestión de recursos humanos y beneficios para los empleados
HR compensation encompasses both monetary rewards like salaries and bonuses, as well as non-monetary benefits such as health insurance and retirement plans, aiming to attract, retain, and motivate employees.
HR compensation refers to the monetary and non-monetary rewards provided to employees in exchange for their work or services rendered to an organization. It encompasses salaries, wages, bonuses, benefits, incentives, and perks designed to attract, retain, and motivate employees.
HR compensation and benefits refer to the total rewards package offered by an organization to its employees in exchange for their work. Compensation includes monetary rewards such as salaries, wages, bonuses, and incentives, while benefits encompass non-monetary perks like health insurance, retirement plans, paid time off, and other employee welfare programs. Together, they form a comprehensive strategy to attract, retain, and motivate talent within the workforce.
The key components of HR compensation include:
Some common challenges in HR compensation management include:
HR compensation is determined through a structured process involving factors such as market rates, job roles and responsibilities, employee performance, organizational budget constraints, and legal requirements. This process typically involves job analysis, market research, internal equity considerations, and performance evaluations to ensure fairness and competitiveness.
HR compensation plays a crucial role in employee motivation and retention. Competitive compensation packages can attract top talent to the organization and incentivize employees to perform at their best. Fair and transparent compensation practices also contribute to a positive work culture, fostering loyalty and reducing turnover rates. Additionally, performance-based compensation structures can align employee efforts with organizational goals, driving productivity and engagement.
Se trata de encuestas cortas que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada uno de los miembros del equipo es una forma excelente de hacerse una idea real de lo que ocurre con ellos. Al ser una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
El eNPS (employee Net Promoter score) es una de las formas más sencillas pero eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de las preguntas del eNPS son ¿Qué probabilidad hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde el 10 denota que es "muy probable" que recomienden la empresa y el 1 significa que es "muy poco probable" que la recomienden.
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