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Compensation and benefits - Coggle Diagram

- - - - Key Criteria for Designing a Compensation Plan
        
        Internal equity vs. external equity
        
        Fixed remuneration versus variable remuneration
        
        Yield versus participation
        
        Remuneration based on job position versus individual remuneration
        
        Elitism versus egalitarianism
        
        Remuneration lower than that of the market compared to remuneration higher than that of the
        market.
        
        Monetary vs. non-monetary rewards.
        
        Public rewards versus secret rewards
        
        Centralized salary decisions versus decentralized salary decisions.
- - - - the compensation that the employer must pay the worker due to the employment relationship, and includes not only what is paid in money and space, but also the bonuses, perceptions, bonuses, bonuses, commissions, profit sharing and all income that is given to the worker by reason of work or as a consequence of it.
- - - - implies wages and
        daily or hourly wages
    - - pay in production volume ties compensation directly to the quantity of production (or number of pieces the worker produces).
- - - - Outside the position, but within the company: rest, restaurant, bar, transport, etc.
      - In the exercise of the position: bonuses, life insurance, production awards, etc.
      - Outside the company, that is, in the community: recreation, activities
        community, etc.
    - - by nature
        
        Monetary benefits
        
        Non-monetary benefits
      - by demands
        
        Legal benefits
        
        Spontaneous benefits
  - - - Program costs
      - Payment capacity
      - Real needs
      - Union power
      - Tax consideration
      - Public relations
      - Social responsability
    - - must bring contribution to the organization
      - Benefit costs should be shared between the organization and the
        benefited employees.
      - Employee benefits must meet some real need
      - They should be confined to activities in which the group is more efficient than the
        individual.
      - They should be confined to activities in which the group is more efficient than the
        individual.
      - The granting of the benefit should avoid connotations of paternalism
        benevolent.
      - Benefit costs must be calculable and financed
        solid to avoid political implications
    - - Be beneficial in the long term, for the organization and for the employees.
      - Be applicable on economic-financial bases that can be sustained
      - Be planned and costed between the organization and employees, in terms of
        time, money, tasks and especially the administration of services
    - - Programas de Protección
      - Pensiones
      - Coffee shop
      - Vivienda
      - Commissariats
      - Servicios médicos
      - Legal and financial counseling
      - Servicio educativo de los empleados
      - Recreational programs