Abstract
This article validates indicators such as performance-based compensation, a pay plan that links employee compensation to performance, and any contingent element.There are several different ways to determine an employee's total compensation. For example, compensation may depend on the complexity of situations and the tasks involved. And compensation can be monetary or non-monetary. It is explained that compensation based on the employee's productivity or competence does not always refer to financial rewards, even if the reward for work primarily involves the expression of wages in money.The global financial crisis caused the need to rationalize the staffing of corporations, led to a revision of motivation and labor incentives, to maintain the socio-economic activity of wages and other payments to the organization's personnel at an effective level.The lack of principles on the organization of personnel Awards leads to a clear violation of the relationship between the employee and the organization.
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