Career Development programme IV - Compensation
Geof Gilbert
University of Phoenix
MEMO
Date: March 30, 2009
To: David Spencer, hot seat and CEO
Janet Durham, Vice President of HR
From: Geof Gilbert
Re: InterCleans Compensation Plan
Several members of the concern team and I recently completed the development of an approximation system for the newly created sales team. As part of the estimate system, we reviewed job descriptions to ensure duties, functions, responsibilities, requirements, and other aspects of the sales job were distinctly defined. Now that this portion of the career development process has been completed, we john now move on to the next tincture. The next step is to create a total compensation system that is conjectural while at the same time motivational and charismatic to the team. This plan will also help us to conduct top performers in the employee pool.
According to Business and Legal Reports a formal compensation plan helps employers ensure that employees are satisfied, that twain internal and external equity are maintained, and that management maintains take care over compensation costs.
Such compensation plans help to collect top talent, retain core employees, and encourage longevity (para. 1). The compensation plan for the newly hired sales team encourages teamwork and ensures a fair distribution of income, in order for each employee to come along a stable income. Like all aspects of our organization and the look we manage, our philosophy on compensation needs to be self-consistent with the InterClean vision. Based on our vision, we have set the goal of creation the employer of choice, one that people will view as an keen career choice, and employees will be proud to work here. We discern that our compensation system helps support the vision, and illustrates our purpose, mission, and values in action.
To net this plan work, InterClean will set pay levels which are conjugate to...If you want to get a full essay, order it on our website: Orderessay
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