Request for HR Policy on Incentives
Can you please provide any HR policy or plan that can be forwarded to management so that incentives can be received by the Accounts Department and back-office staff as well? Currently, incentives are only given to the sales department.
Regards,
Anoop
From India, Bhopal
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1Can you please provide any HR policy or plan that can be forwarded to management so that incentives can be received by the Accounts Department and back-office staff as well? Currently, incentives are only given to the sales department.
Regards,
Anoop
From India, Bhopal
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Incentives can be given to anyone. You would need to identify appropriate KPIs, for example, in payroll: number of non-compliances in a year, on-time salary disbursal, and errors. Another good example would be cashiers in a mall. If we pay them a percentage of sales, they would look forward to the festive season. Share their job description so I can help you design.
I hope this helps!
From India, Delhi
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I hope this helps!
From India, Delhi
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Let me correct something here. An incentive can't be received by accounts or anything but offered as a gift to the employees who performed well on or above the expectations of SALES/ACHIEVEMENTS. You basically want an Incentive Policy for the following objectives:
1. Increase the sales of the company.
2. Increase the productivity of the company by involving support departments like HR, Finance, and Purchase Department employees.
If you want to frame an incentive plan and policy for all your employees, you need to work on that. For this, you can refer to the following web links for discussions we have already conducted at this place with many members:
- [CiteHR Incentive Schemes Discussion](https://www.citehr.com/70438-incentive-schemes.html)
From India, Gurgaon
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1. Increase the sales of the company.
2. Increase the productivity of the company by involving support departments like HR, Finance, and Purchase Department employees.
If you want to frame an incentive plan and policy for all your employees, you need to work on that. For this, you can refer to the following web links for discussions we have already conducted at this place with many members:
- [CiteHR Incentive Schemes Discussion](https://www.citehr.com/70438-incentive-schemes.html)
From India, Gurgaon
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Dear Anil, could you shed more light on your statement " Let me correct something here is that Incentive cant be received by accounts or anything" . am waiting for your reply,
From India, Delhi
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From India, Delhi
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Is the Accounts Department responsible for giving incentives to employees? Who is responsible for the Incentive Policy, implementation, and Performance Management activities? Are Accounts & Finance responsible for maintaining employees' achievements/sales figures and measurements? Whenever you answer these questions, I believe you can find the answers to your own questions.
From India, Gurgaon
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From India, Gurgaon
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Dear Anil, I hate to be rude, but are you not even reading what people write? When and where did I say these things?
Questions on Incentive Responsibility
Is the Accounts Department responsible for giving incentives to employees? Who is responsible for the Incentive Policy, Implementation, and Performance Management activities?
Is Accounts & Finance responsible for maintaining employees' achievements/sales figures and measurement?
Whenever you answer these questions, I believe you can find the answers to your own questions.
Thank you.
From India, Delhi
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Questions on Incentive Responsibility
Is the Accounts Department responsible for giving incentives to employees? Who is responsible for the Incentive Policy, Implementation, and Performance Management activities?
Is Accounts & Finance responsible for maintaining employees' achievements/sales figures and measurement?
Whenever you answer these questions, I believe you can find the answers to your own questions.
Thank you.
From India, Delhi
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I repeat my question once again so that you can clarify your stand. What do you mean by this statement, "Let me correct something here is that Incentive can't be received by accounts or anything"? Do you mean to say we cannot have KPIs and incentives for HR/accounts/logistics/other departments, or is it something else?
From India, Delhi
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From India, Delhi
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Now, I can see that you are not understanding what I said above and do not want to understand the same. Okay, let me describe it all.
Incentive Policy Clarification
What Mr. Anoop basically said is that he wants to frame an Incentive Policy (I hope you know what an Incentive Policy is and its purpose) which can be introduced to Management (for decision-making or approval) and enable him to achieve their set objectives (to know the objectives, refer to the above Post #3).
Incentives are a kind of "Allurement/Temptation to do one's best," a system that helps employees perform well or reach their targets. It serves as a motivator. Measuring performance and calculating incentive figures according to the Policy/Plan terms is not the job of the Accounts department. They are responsible for Fund Management, not for measuring performance or offering gifts/incentives.
However, the statement made by Mr. Anoop that "incentives can be received by the Accounts Department" is incorrect. The Sales Team/HR is responsible for this task or for compiling a list of individuals deserving incentives based on their performance and in accordance with the Incentive Plan/Policy, and then forwarding it to Accounts for payments. The Accounts department is not responsible for this. If you believe that the Accounts department is responsible for measuring performance and calculating the earned incentives to be paid, then I apologize, and you can proceed with that belief.
"Incentives (Gifts/Allurements) cannot be received by Accounts & Finance."
If your organization has a policy where the Accounts department is responsible for offering incentives, then that is your policy, and I...
Well, I hope this time you will find my answer clear and specific to you. Also, now you can correct your very recent question to me because I never said what you are inferring from my responses. I apologize if any of my words offended you in any way because I genuinely do not know what made you feel the need to ask those questions repeatedly. You are a very senior person, and I would like to learn from you. I kindly request you to correct me if you find any mistakes instead of reposting questions.
I will be highly grateful to you, SIR.
"Anyone who feels or finds me wrong is requested to correct me."
Have a great evening.
From India, Gurgaon
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Incentive Policy Clarification
What Mr. Anoop basically said is that he wants to frame an Incentive Policy (I hope you know what an Incentive Policy is and its purpose) which can be introduced to Management (for decision-making or approval) and enable him to achieve their set objectives (to know the objectives, refer to the above Post #3).
Incentives are a kind of "Allurement/Temptation to do one's best," a system that helps employees perform well or reach their targets. It serves as a motivator. Measuring performance and calculating incentive figures according to the Policy/Plan terms is not the job of the Accounts department. They are responsible for Fund Management, not for measuring performance or offering gifts/incentives.
However, the statement made by Mr. Anoop that "incentives can be received by the Accounts Department" is incorrect. The Sales Team/HR is responsible for this task or for compiling a list of individuals deserving incentives based on their performance and in accordance with the Incentive Plan/Policy, and then forwarding it to Accounts for payments. The Accounts department is not responsible for this. If you believe that the Accounts department is responsible for measuring performance and calculating the earned incentives to be paid, then I apologize, and you can proceed with that belief.
"Incentives (Gifts/Allurements) cannot be received by Accounts & Finance."
If your organization has a policy where the Accounts department is responsible for offering incentives, then that is your policy, and I...
Well, I hope this time you will find my answer clear and specific to you. Also, now you can correct your very recent question to me because I never said what you are inferring from my responses. I apologize if any of my words offended you in any way because I genuinely do not know what made you feel the need to ask those questions repeatedly. You are a very senior person, and I would like to learn from you. I kindly request you to correct me if you find any mistakes instead of reposting questions.
I will be highly grateful to you, SIR.
"Anyone who feels or finds me wrong is requested to correct me."
Have a great evening.
From India, Gurgaon
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Dear Surya Ji and Anil Ji, it is clear that salespersons receive incentive rewards for achieving targets to further motivate them, and they deserve it. My point is that the sales department's achievements are backed by the Accounting Department. A company cannot run solely by meeting sales targets; other statutory and non-statutory requirements are handled by the Accounts and Back Support office or department. However, at present, the company is only distributing incentives to salespersons, and other departments, despite their good work, are unable to convince management that they are also eligible for motivation through incentives.
Can you shed some light on the above?
Thanks & Regards,
Anoop
From India, Bhopal
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Can you shed some light on the above?
Thanks & Regards,
Anoop
From India, Bhopal
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I repeat my earlier post on your question...
Tasks may be measurable or not. If they are measurable, we can easily form KPIs. Even if they are not, we can use BARS to convert subjective data/expert opinion into objective.
Incentives can be given to anyone. We just need to tie in the appropriate KPI to compensation.
Example of Housekeeping Staff
Work can be converted into square feet (we can specify each person's area). Next, the frequency of cleaning (we can have a checklist and take staff feedback too and specify minimum scores). Another aspect would be the consumption of materials to show how cost-effective they are. Furthermore, another key point could be the training of junior staff if someone is more experienced. We can also consider their attendance; if they take leaves (barring sick leaves or emergencies) without prior sanction, it means the person is unreliable. During festival times or high workload, we have a choice: either we can hire extra manpower (both full-time or part-time) or we can pay them overtime. If they refer staff to us, we can compensate for that too.
Read any job description carefully, 2-3 times. See how to measure the tasks. If you need help, let me know.
From India, Delhi
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Tasks may be measurable or not. If they are measurable, we can easily form KPIs. Even if they are not, we can use BARS to convert subjective data/expert opinion into objective.
Incentives can be given to anyone. We just need to tie in the appropriate KPI to compensation.
Example of Housekeeping Staff
Work can be converted into square feet (we can specify each person's area). Next, the frequency of cleaning (we can have a checklist and take staff feedback too and specify minimum scores). Another aspect would be the consumption of materials to show how cost-effective they are. Furthermore, another key point could be the training of junior staff if someone is more experienced. We can also consider their attendance; if they take leaves (barring sick leaves or emergencies) without prior sanction, it means the person is unreliable. During festival times or high workload, we have a choice: either we can hire extra manpower (both full-time or part-time) or we can pay them overtime. If they refer staff to us, we can compensate for that too.
Read any job description carefully, 2-3 times. See how to measure the tasks. If you need help, let me know.
From India, Delhi
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I agree with Mr. Anoop, but when we talk about incentives, the term needs to be used as "INCENTIVE," which is different from increments or appraisals.
In addition to Mr. Rana's reply, you can also refer to the PMS system. Your concern is for all employees; therefore, the word "incentive" can also be replaced by "appraisals" (PMS) because incentive terms are essentially for the purpose I have stated above.
KPI and Performance Appraisal System (PMS) are systems and procedures for measuring the performance of all employees within an organization, regardless of their department.
I have corrected the spelling, grammar, and formatting errors in the user's input to enhance clarity and readability.
From India, Gurgaon
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In addition to Mr. Rana's reply, you can also refer to the PMS system. Your concern is for all employees; therefore, the word "incentive" can also be replaced by "appraisals" (PMS) because incentive terms are essentially for the purpose I have stated above.
KPI and Performance Appraisal System (PMS) are systems and procedures for measuring the performance of all employees within an organization, regardless of their department.
I have corrected the spelling, grammar, and formatting errors in the user's input to enhance clarity and readability.
From India, Gurgaon
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