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✨ Jangan ketinggalan! Daftar untuk Webinar Penghargaan Pekerja kami yang dijadualkan pada 29 Februari. 🎖️
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Terma Glosari Pengurusan Sumber Manusia dan Manfaat Pekerja
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.
Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).
Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.
eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.
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