20 Apr The 5 Key Objectives of Compensation Management
Most HR professionals already understand the most common objectives of compensation management: the idea is to pay your employees fairly while staying in line with the company budget. However, understanding the ways in which compensation management affects business outcomes can help you leverage your compensation plan to achieve better results for your company.
Here are some of the additional objectives of compensation management:
- To Attract Top Talent
One of the primary goals of compensation should be to recruit qualified talent. When you have a competitive compensation plan in place, you’ll be better able to attract top industry talent.
- To Retain & Reward Personnel
Don’t lose your top talent to your competitors because employees believe that the grass will be greener elsewhere. Find out market values for your employees and pay accordingly. You can also set up pay-for-performance models to drive performance by encouraging associates to reach new goals and push farther.
- To Boost Motivation
When structured effectively, your compensation plan can drive motivation across your teams. Employees who know that they’re being fairly compensated for their work feel appreciated and are therefore more likely to stay engaged, committed, and productive. A well-developed compensation plan can also increase job satisfaction in general.
- To Be Compliant
Compensation isn’t just about being fair within the industry; it must also comply with federal regulations, such as the Fair Labor Standards Act. While adhering to standards can complicate your compensation management, it will help protect your company against litigation and ensure fairness across the board for your personnel.
- To Maximize ROI
It requires some fine tuning, but compensation management is most effective when you get the biggest bang for your buck. In other words, if you can create a compensation plan that stays within budget while also driving productivity through pay-for-performance and other motivational tactics, you’re creating a plan that’s both equitable for the company and advantageous for hardworking employees.
Compensation management software can simplify planning processes to help you achieve all of the objectives listed above without overburdening HR. In addition, you can tailor it to your organization to prioritize the objectives that are most important to you.