Fair remuneration, as a focus for today's organizations

It is well known that the hiring of staff and the level of its participation in the activities of the organization depends on the feelings of employees about getting a fair reward for their skills, knowledge and contribution. So why only 4 out of 10 organizations include justice as a goal the compensation strategy? According to a new book Britains Charted Institute of Personnel and Development (CIPD), there is no 100% right or wrong compensation package. But, as a compensatory strategy plays a key role in organizational culture, it must meet their own specific business goals of organizations. Dianah Worman, CIPD Diversity Adviser, says that the audit of pay equity can help organizations achieve key business objectives. Employers can quickly use the data to find the causes of unexplained differences by analyzing the numbers to pay. Worman cautions that only an audit will help the organization to become a true employer: "They have to start from the principle that all, despite the sex, should receive equal pay for equal work, however, a review of pay levels must take into account not only sex but also the other excellent signs. This will help employers to identify situations where workers work paid unfairly through unjustified reasons. " Employers, on the basis of their own interests, should investigate the underlying problems (insufficient training, biased evaluation processes, etc.) to continue to create a culture based on justice, contribute to better business results. Well-thought-out compensation package could attract, retain and motivate staff in the organization. And yet a great job - it is an object of constant change, so employers must also keep track of these changes, regularly reviewing the job descriptions. This means monitoring the remuneration system using an analytical assessment of the work performed to determine the situations in which individuals perform the same work, thus making sure the complete objectivity of the principles of compensation policy. Organization that recognizes that people are different, should establish a flexible compensation package, not the principle of "one size fits all."