To recognize oneself on a social level, to group oneself and to differentiate oneself from other individuals constitute fundamental human needs. The man seems to feel the need to be able to situate himself in society by referring to certain elements of his existence. The work and remuneration of the latter then undoubtedly partly respond to this need for identity. So we need salary management services The importance attached by the employee to the remuneration he receives, the comparisons he makes, and his expectations give the remuneration policy of companies a great influence on his productivity and the social climate in the company. So for an organization to be competitive and flexible, it is necessary to ensure a good relationship between salary costs and productivity.
The base salary: a reassuring fixed part
The base salary is generally a time salary: annual salary, most often monthly salary. This is a lump sum that does not refer to a quantity of production and which is independent of the number of days of actual work. In reality, a minimum amount of work is implied.
The basic salary can also be (but much more rarely) a performance salary, subject to ensuring the minimum wage or the conventional minimum to those concerned: the salary is a function of the quantities produced (piece wages), of the turnover, realized (commission), for example. Note that performance pay is prohibited in the case of hazardous, arduous or unhealthy work.
A context conducive to the popularity of flexibility
One of the challenges for the business of tomorrow will not only be to attract employees but also and above all, to motivate and retain them. With the retirements of baby boomers, the workforce shortage within organizations is a new reality to be managed. Salary management services is most common items The eyes of the leaders are therefore on Generation Y (under 25), which is attracting the attention of a large number of experts and researchers in human resources management.
Cafeteria salaries
The cafeteria plan, sometimes called à la carte salary, is, therefore, a formula that allows employees to compose their own remuneration, according to their own needs (a more generous retirement plan for the elderly, advantageous insurance for a large family, a higher income for a young person who settles, etc.). The company no longer imposes the same compensation structure on all its employees but rather offers them individualized plans with different salary components.
The major advantage of the cafeteria plan is that it allows it to better adapt to the needs of the different generations that make up a company’s workforce. It may have been millennial who have driven companies towards flexibility, but it is easy to see that other generations are not the losers. In terms of employee retention, flexible benefit plans also appear to be beneficial, as they can”
Another advantage of the cafeteria salary is that it can favor a particular business strategy, for example, focused on flexibility which requires autonomy from human resources. Indeed, the remuneration system should allow the achievement of strategic organizational objectives.