Answer / sumera114

Always performance based reward structure will lead to win-
win situation.

Answer / aishwarya ramdas

performance based compensation structure is good but use it
as a developmental tool.The non performers should be
trained rather than linking their reward to performance

Answer / satish pai

50% of the compensation should be the fixed cost, and rest
should be divided in to indivisual + company perfromance as
per the target, which leads in transperence to employer and
employee

Answer / ayesha

strategy srtucture of compensation?
compensation method?

Answer / shona

according to me,the best type of compensation structure is
to give
salary + commission on sales...(incentives which motivate
employees to do more work)

Answer / vishwas bhide

The most important factors to be considered while finalising "Compensation Structure" are -
1. Must be in line with 'Industry - cum Region' comparison
2. Employer's capacity to pay ( Profitability of the company)
3. Demand and supply situation of particular 'skill'
4. Location of the company ( General standard of living )
5. Some part must be linked with linked with Performance
6. Rewards for good achievement ( at Individual & Company level)
7. So9me part taking care of 'Inflation' ( concept of D. A. )

Hi, my name is sai, i attended MBA specialist officers in Catholic Syrian Bank interview on Jan 6th at chennai. Is there any information regarding to preliminary interface results please share with me.

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