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Compensation Plans
Compensation plans are meant to pay workers fairly for the work and contribution that they do to an organization during their time of employment. It is a systematic approach that serves as a method of motivation, reducing turnovers and maintaining the high spirit and working efficiency within the organization. The compensation plan can range from company to company and it is not regulated by any independent bodies, rather, an individual company can come up with its compensational package for its employees. Competition in the job market however keeps the pay packages competitive for prospective employees (Dale, 2003). In addition, one of the main goals of employees is to recruit highly qualified workers committed to their current responsibilities (Dale, 2003). Thus, a compensation plan is one of the means that help employees achieve their goals.
Compensation Package
A compensation package meant to allow the employer to motivate staff should emphasize more on commissions. On the other hand, a pay package that is tailored to demand more from the worker should emphasize salary over the commission. In this case of the Operational Processes Manager, emphasis must be placed on the salary over commission to ensure that the right candidate is motivated to work harder and give more to the company. Most workplaces use a combination of salaries and incentives topped with common benefits that include health insurance cover, paid leave, and a retirement savings plan. In this case, the job analysis done for the position of an operational processes manager will be the guide to creating the perfect and balanced pay plan for the right candidate for the position.
The job analysis clearly defines the work that the operations processes manager is supposed to undertake in the company. This includes the development of operational processes as spelled out in the office of the state courts administrator. This means that the operations manager will be tasked with liaising with the state courts office on the day to day running of the operational processes of the company. This means that the job will include a lot of meetings and consulting with the higher office. All the decisions reached during consultations and meetings will have to be relayed to other members of staff. The operations processes manager will be tasked with ensuring that staff in the company follow all the decisions reached. This requires many organizational skills that have to be taken into account during the compensation process.
Operational Processes Manager
The operational processes manager will also have to manage and see to the upgrading of all operational processes annually. This entails analyzing current market trends and comparing them with what is in use in the office setup to decide whether to upgrade or retain current operational systems. This requires a good network in the market and an eye for details. A person holding these traits has to be well compensated, as they are an asset to the company. The position also calls for the creation and management of a single repository, which is challenging if the company is large or has multiple branches across the country. This is achievable when using SharePoint site systems taken into account all the different operating systems (Arthur, 2006).
The right approach to reaching a practical and fair compensation package would begin with the analysis of the pay for the same position in similar organizations. The right basic salary would be an amount that ensures that the person selected feels compelled to come to work every day. This would include offering a fixed basic salary that guarantees one a stable income. This in turn provides the right candidate with the comfort and security of having paid, regular salary. This is despite the state of the economy. Once an employee gets the guarantee on the maintenance of their lifestyle, they are bound to do put all their time and resources into the well-being of the company. Additional incentives go a long way into motivating staff to work harder for a company. Having placed rewards for targets met would be a key factor in people getting into a competition to achieve the set targets to get the top prizes. Good and hardworking staffs need to be rewarded for their efforts to motivate them to work even harder to achieve the newly set goals.
Reaching and achieving set goals should be compensated with bonuses and commissions. The operational processes manager is tasked with pushing for the implementation and realization of company goals and ambitions. Higher levels of achievement should also feature the staff under the operations processes manager since he found them all. Tying annual or quarterly objectives will see the company’s trends rising since the operations manager will push all the staff necessary to achieve the company goals. Since the compensation should be easy to understand and comprehend even for a layman. Measures of performance should be well formulated to calculate commissions and bonuses with ease for the operations manager. If this is a senior position in the company, the operations manager may be initiated into this clique thus having other businesses to enjoy (Molander, 1994).
Some of the foreseen obstacles in the implementation of a pay package for the position of operational processes manager would be package imbalance in comparison to established companies. When the pay package is based on the gross profit for the calculation of incentives, the net profit can provide hidden costs. These include overheads that may be overlooked during the consultation process. When the performance measures used are not objective enough, the formula used to calculate bonuses may become flawed. Profit-sharing is essential although this rewards team effort in reaching management goals.
In conclusion, it should be mentioned that the rewards done for the position in the company operational processes management including the addition of incentives and bonuses is done to share in the company profits. This is a motivational tool for those working within areas that need a lot of effort to motivate other staff members to reach the set goals. It is important to make the operations managers feel comfortable in their pay package since they are the linking element between the management and the staff. Thus, this approach of compensations and salary is justifiable especially among the senior positions in a company. Compensation for a job position is therefore supposed to be done concerning the amount of work that one does within an organization. A fair reward is a good motivation tool that improves the quality of performance and helps share company profits. Negotiations between the staff member and the management should be discouraged if a market study of how much people are being paid in other companies should also be done (Nkomo, 2011).
References
Arthur, D. (2006). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association.
Dale, M. (2003). A manager’s guide to recruitment & selection. London: Kogan Page.
Molander, C. (1994). Managing human resources. London: Routledge.
Nkomo, S. (2011). Human resource management applications. Mason: South- Western Cengage Learning.
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