Compensation, Incentive and Benefits – InterClean/EnviroTech
March 9, 2009
FROM:
TO: Jim Martin, Vice President of Sales
DATE: March 9, 2009
RE: Sales Department - Compensation, Incentive and Benefit Plans
In support of the new direction for marketing full – service cleaning solutions, InterClean has merged with EnviroTech, a leader in the full – service cleaning market. With this merger came the need to develop a new sales team, capitalizing on the skill sets of both organizations to create a team to meet the needs of this new business strategy. This process involved employee selection based on their current skills and capabilities, performance of a job analysis which included creating a job description, creating a training plan, developing a performance appraisal based on the business strategy of InterClean and constructing a personalized career development plan for each employee . The next step to support the overall strategy of InterClean is to develop a compensation, incentive and benefit plan that is competitive within the market place, is fair to the employee and is commensurate with their duties in comparison between employees (Cascio, 2005).
One of the first steps in inspiring trust and motivation within an organization is to create a pay system that actually recognizes that the talent of the employee is the true value of the organization. Failure to do so will result in a trust gap between employee and senior management. This gap can represent the lack of confidence in the competence of senior management, doubting of their intentions and a lack of understanding of the overall mission of the organization (Cascio, 2005). To avoid this phenomenon, we will develop a pay system that takes into account current economic and legal factors, that is linked to business strategy, rewards employees based on performance and has a definite...