Compensation and Benefits are often referred to total rewards. It can be broken down further into two categories. Monetary and non-monetary

includes any cost incurred for the benefit of the employee to include 401K, medical care premiums

could be defined as things such as work life balance and flex schedules.

a tangible incentive for people to do things

motivation that people get from challenges or exciting assignments. Most of these rewards are not tangible

payments made to the employees associated with wages and salaries

consist of things such as insurances premiums, vacation and sick pay, etc.

Constraints of a company could possibly prohibit an employers willingness or ability to pay

how fair the internal process is for determining pay and bonuses, how they are distributed and who is responsible for making those decisions.

how close does pay match actual performance

This refers to how open employers and employees are to talking about pay

a program that comps above the market rate

a program that’s average to the market to level the playing field with competitors

most companies will do this below the market rate because of financial reasons

this structure the company comp program by rewarding performance. In this program, employers refer to this type of system as line of sight- basically employees know whether their performance is good or bad and how it impacts their pay.

This philosophy creates a comp program based on seniority. While it seems to suggest that employees will remain loyal, it also suggests that performance will become secondary to seniority.

is used to determine how the resources available for rewards programs can be used to best advantage in attracting, motivating, and retaining employees.

requires HR professionals act ethically and with integrity when they are acting on behalf of their organization. They must act with a high level of trust and confidence and must avoid conflicts or favoritism.

These factors could include unemployment, cost of living and inflation. These factor also influence the cost of labor or the cost to attract and retain employees

made up of any sources from which an organization recruits new employees; a single organization may find itself recruiting from several different labor markets depending on the availability of skills for different positions.

First federal legislation to regulate minimum wage