Hewlett-Packard (HP) uses a Total-Rewards program to attract and retain subsisting employees, and to encourage them to achieve personal, organizational and company financial results. HP believes in performance-based and team culture within its organization. The Total-Rewards Program includes sise major components: competitive base pay, performance-related pay, comprehensive benefits, stock ownership, track down life navigation, and sports and social facilities. The program caters to different laws and regulations that govern the distribution of benefits in 178 countries with more than 140,000 employees.
Individual development paths were discussed and mutually concur between the employees with their respective managers. Learning is intended to be flexible, closely and reinforcementing. HP believes in motivating excellent performers on rewards and no variable payments to low performers will be given. HP focuses on appraising performance to assist the organization with pay decisions to reward and motivate good performers to higher innovations.
Impact of capital punishment-Related Pay
Performance management is a key driver in achieving keep up organizational growth and success and performance evaluation is ticker to the process.
Managerial skills are imperative in today’s business world and conducting the performance evaluation well, can supporter to motivate and inform, enhance productivity and increase morale of the employees in an organization. Conversely, getting it wrong can discourage good people, debilitate time and resources and lead to unnecessary conflict. It is important to align and cogitate employee goals as part of the performance management process with the organizational goals to help employees understand the importance of work and how it contributes to company’s success.
Placing performance-related pay as the main motivator for performance is non enough to cause good performance. Performance results from a faction of the effort,...If you want to get a full essay, order it on our website: Orderessay
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