The Insurance For Corporate “command”
The problem of search and deduction of the qualified experts and managers more than ever gets today all-important value for the enterprises. After all people and their interest in success is that basic active which in many respects defines success of this or that company. However to create at the enterprise «a command №1» is not so simple. And the high wages frequently do not help to keep valuable employees.
The effective tool all over the world is applied to the decision of such questions financial and HR-management – corporate life insurance of employees of the enterprise.
To form in the company a team of high quality experts, first of all it is necessary for proprietor of the enterprise to take care of working out of corresponding system of compensation of the employees.
Certainly, wages are one their basic components of system of motivation of shots and also the most effective tool of influence on their efficiency of work. To define cost of attraction of necessary employees today is simple enough. Experts in the personnel absolutely precisely name to you “cost” of workers of the necessary qualification in this or that area. Therefore many employers consider that having offered people the worthy salary they thus once and for all will solve a personnel question. However it is not so. After all having caught (or having grown up independently) the necessary employee, the employer faces other problem – how to keep it? What can prevent to replace to the expert a place of work and to “move” to competitors? The most simple and obvious step is to keep the expert having raised him the salary having offered the salary above the medium. However not always such direct material motivation is economically expedient and justified for the employer. First, having decided to raise the salary to the employee the enterprise should leave money immediately and forever. Secondly, it will be compelled to pay more deductions in a pension fund, on social insurance and other obligatory deduction. In the third, hardly probable thus the company will manage to provide loyalty and motivation of the qualified experts in long-term prospect. After all nothing will prevent the competitor to offer them more favourable repayment terms. And as to raise the salary indefinitely it is impossible, it is necessary to search for other methods of the decision of a question of “fluidity” of shots.
Here again the major element in system of effective motivation is presence of a compensatory package (granting of various privileges and indemnifications to employees of the enterprise). Many heads, for example, go by the way of maintenance of employees with additional material privileges such as a free food, a mobile phone, the office car etc. However such method is close enough to usual material motivation and consequently its effect hardly probable will be more effective, than wages increase. Therefore it is the most expedient to approach to the decision of a “personnel” problem in a complex, along with direct material motivation system of the additional blessings what can become a social package, the various postponed bonuses and some other mechanisms of encouragement of employees.
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