Part 2

Part 2

Another important aspect of building a reward system for an organization like Samsung knows initially how much money they have to work with. You cannot offer an incentive program that you cannot cover in the budget. How many employees, how much money, and intended hiring during a certain period of time are all key elements to preparing a successful reward system. According to Britton (1994) changes to a rewards program should be made in an orderly and thoughtful manner, and should refrain from drastic changes, and no pay plan can accomplish everything or take the place of good management. Employees want and need to know exactly what their job is and when doing over and above what their job entails what are the possible rewards. When developing a successful rewards program it should be fair and uniform for all employees or a separate plan should be devised for each department. The goal of the rewards plan is to give the employees the incentive to do a good job which in turn will make for a better organization. After considering employee input on the rewards system the number of people affected on each level of reward and the amount of money involved you can start to put the reward system to paper. Adding to the system who is responsible for the evaluations, and when they are to be done and how the rewards to be delivered in a timely manner. Employees that are falling short of their job requirements should also be notified of the deficiency.

The objectives will be used as criteria for managing the processes. The stakeholders of a metrics program are essentially the customers, end users, organization, and process implementers. The needs of the stake holders form the mission, the basis of the organizational goals. These goals in ...