ON COMPENSATION MANAGEMENT

I. STATEMENT OF THE FACTS

Maria Luna decided to work in the family owns business named
Dependable Cleaners, a laundry/dry cleaning as human resources manager and
has one assistant who helps her in performing recruitment, training, benefits
administration and payroll and see if she could learn the business and contribute
to its success.

It has grown from a neighborhood laundry service to a major provider

for the Las Pinas, Muntinlupa, Paranaque, and Cavite areas. Wherefore, Maria
join the family business and her father decided to expand their services to the
hospitals, and In seven months Dependable Cleaners was able to obtain laundry
contracts with the major health-care facilities in the three cities and put up a
laundry business in Laguna.

The company now has a staff of 420 employees located in 5 branches,

among the service employees in the company are laundry service employees,
seamstresses and clean up-crew. The staff included receptionist, accounting
clerks, and secretaries. There are supervisors and one manager for each of the
branches. There are also two shifts for the service employees and the supervisors.

II. TIME CONTEXT

-The problem occurred when Mr. Luna decide on the salaries of DC’s employees.
When both men and women perform similar tasks. Mr. Luna pays the men more since
she believes that they have families to support. Therefore, Marie discussed changing this
practice with her father. Marie also observes that the workers seem to spend a lot of time
socializing and smoking outside of the building.

III. VIEWPOINT
As manager, I will conduct a monitoring and evaluation that might
help the employee to improve their performance and achieve results.

IV. STATING THE PROBLEM

Whether or not, the men pays more that women?
To this, Marie’s father have a belief why men are paid more than
women, so it depends how she discuss this to her father about the gender gap pay.
Because for me salary is equivalent to your job description, total performance and
services. Why would women be paid less than men for no specific reason? They are
humans too, they work too. Sometimes, women work twice as hard as men. Why would
men get paid more than women if they are doing the same job? It makes no sense. There
is no reason that a man should be paid more than a woman. Gender should not be a
defining factor of someone income when the title that they are carrying deserves more
money. Gender is not a defining factor when someone is capable of working just as hard.

Whether or not, employees will receive cash bonus if they have done
extraordinary job?
We should implement the consistency of the performance management policy to
help us to define what is expected to the employee in their current position in the relation
to the department and/or unit of overall goals. The purpose of this system is for the
employees to have a clear understanding of the work expected from them, to receive
ongoing feedback regarding how they are performing relative to expectations, to
distribute rewards accordingly, to identify development opportunities management
system empowers employees to have greater input to their personal career progression
And will enable managers to better identify, recognize and reward individuals based
upon an agreed set of criteria.

V. OBJECTIVES
1. Recognize how the employee performance is measured
2. What constitutes good performance?
3. Know how bonuses are decided.

VI. AREAS OF CONSIDERATION

1. Establishing performance standards
2. Communicating with employees
3. Understanding their performance
4. Where performance is lacking, where it is striving
VII. RECOMMENDATION

No company can succeed without committed, dedicated employees that

understand their role in the organization. A good performance management strategy can
give these individuals context, and provide them with the motivation they need to deliver
bottom-line results for the business. Therefore, we will need to collaborate with the
customers and employee for the decision making to ensure they understand company
priorities and key target areas. Furthermore, they should also be discussing future plans
and initiatives, to ensure the resources are in place to meet these goals.

Make your performance management strategy fact-based and concise, built on

information rather than instinct. It should provide your department with an easy
method of analyzing where performance is lacking and where it is thriving within the
business, so that proper action can be taken. We should avoid failing to highlight the
benefits that can be achieved through performance management.