Characteristics of a good incentive scheme

The incentive plan should be economical which refers to the profitable ROI that is gained by the scheme. The ROI acquired surely must be greater than the implementation cost of the scheme. This is being thoroughly affected to the profits gained by the organization which is the ultimate goal of any organization. The simplicity of the incentive scheme is the way to get it more solid catalyst for the employees performance increment since when it is simple all the employees could understand the mechanism, the way it operates and could gain the maximum from it by hard work which should be up to the standards. Another most vital characteristic of an incentive scheme is that it should be attractive enough for the employees to be motivated and perform exceptionally well to gain the benefits. The abilities and the skills of the employees must be taken into account very carefully when creating the incentive scheme since it should be equitable for all the employees who are entitled. Flexibility is also an essential characteristic which refers to the ability make any changes as per requests of the employees.

Why we should give incentives?

Incentives are mainly given for the purpose of job satisfaction and for the above average performance which leads to increasing productivity levels which is another advantage for an organization for the organizational development. The incentives are given for job satisfaction since by giving so it gives the employee a feeling achievement and recognition. This will boost up the moral of the employees since they gain confidence in doing their work processes. Highly motivated workforce could be obtained by giving incentives and the retention of employees is high in the particular organization due to reduction of grievances which are arose due to difficult monetary conditions.

Incentives

Definition..

An incentive could be defined as a payment, concession or an arrangement to encourage employee productivity..

Who should be counseled ?

There are some easy ways to find out the people who need to be given counseling. Noticable change in the behaviour is a good sign to identify the need of counseling. The consequences of the behaviour are seemed unaware by the individual. There behaviour could be self destructive. They wont respond to usual motivating factors, they are unable to take their own decisions and they do not mobilize their own energies. Their minds of full of misunderstandings and negative perceptions. They have performance problems. These are the major symptoms of employees who should be counseled. 

Counseling Skills

When it comes to counseling there are specified set of skills related to it. Active listening and empathy is very important in counseling since the individuals who are being counselled are always in trouble minded, they have their issues and they want to be convinced that the counselor is interested and ready to find out and solve their problems. Respect shown to the counselee is another major skill that should be embeded in the counselor. They always expect it from the counselor and it strengthens the mutual bond between the two parties. The counselor always should tolerate the view expressed by the counselee and should avoid heated arguments. Genuineness, self knowledge, strength and balance are some other skills that should be possessed by the counselor

Employee Counseling

Defining Counseling...

Counseling could be defined as a support given to the individuals to recognize and understand the issues, problems accurately and to guide them to find a reasonable solution..

Defining Job Evaluation..

First of all job factors are determined about the particular post which is going to be evaluated. It includes factors such as "Mental effort" which may refer to the ability of a particular person to deal in various difficult situations and the degree of concentration a person need when performing the particular job. "Skills" which is another factor which mainly implies the complexity, dexterity and basic knowledge required to perform a particular job. Finally I like to mention about the job factor which is "job responsibility". This factor implies cash handling, control over cost etc. Then as the second step required human qualities are being decided. This process is called job specification. As the third step job duties and responsibilities are being decided which is the process of Job Description. Then for the 4th step job rating is done which is the study of the JD's and JS's for the comparison between the jobs. Fifth step is to allocate a money rate for the jobs according to a scale. Then the employees are assigned for the job titles according to their qualifications.

Job Evaluation Process

Job Evaluation

Definition..

Job Evaluation is a comparison done between the jobs to determine the value of one job to the value of another and also the purpose of ranking each job based on the skills, knowledge and experience required to perform each job.