Answer:
Step-by-step explanation:
The remuneration system is important not only to meet the financial and material needs of employees, but also to create the necessary conditions for their self-development, disclosure of internal potential, giving them the opportunity to do their favorite work and enjoy it
Remuneration of employees is carried out in accordance with their significance for the organization, performance results, adherence to the policy and acceptance of the company's value system. The objectives of remuneration are the formation of motivation of employees, ensuring their loyalty and involvement in joint activities. For motivation, the principle of a sense of justice, formulated by Eliot Jacques, is of great importance, which consists in the fact that remuneration is considered fair if it is perceived as such by the individual himself.
Criteria for the fairness of remuneration:
objectivity — adequate remuneration of all employees of the organization, fair assessment and remuneration for the work performed, taking into account its significance and the efforts expended;
consistency — the amount of remuneration should not be set arbitrarily and unreasonably for different employees or at different time periods;
transparency is the clarity of the processes that determine the procedure for evaluating the work and remuneration of employees, their participation in the development and determination of the remuneration procedure.
Remuneration is classified into two groups: external and internal. In this publication, we will focus on external remuneration, which is basic in the organization and which can be considered as financial and non-financial.