Career Development Plan
InterClean’s merger with EnviroTech has brought the organization to embarked on a “new strategic mission and must take the direction from that mission”. As a result we have new sales teams established, who are a good fit for our company. I was appointed the task to create a compensation plan for my team. The members are Tom Gonzales, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. “To be able to stay competitive, attract and retain quality employees, it is imperative that the organization has a compensation package that is valuable to its employees” (Naresh, 1998). My proposal will explain the new compensation plan and explain why it will work for the company. Describe the components of the rewards package that would motivate employees to reach peak performance. Then show how the compensation plan will benefit the individual as well as the company.
Therefore, InterClean will recognize compensation as a pivotal control and incentive mechanism that will be used flexibly by management to attain business objectives. Our compensation plan will be an integral part of our strategic formula. We will integrate pay considerations into our strategic decision making process, such as those that involve planning and control. In addition, we will view performance as the ultimate criteria for the success of our strategic pay decisions and operational compensation programs. This system will provide clear linkages from job analysis to job classification.
We will be using financial rewards like salaries and benefits. Our non financial rewards will consist of recognition, training opportunities, and performance incentives. Each employee will start with a base salary plus commission
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