What are the quantitative and qualitative metrics of these evaluations and and recomendations?The philosophy that is practiced with in Dollar General Organization is a customized outline of performanc

What are the quantitative and qualitative metrics of these evaluations and and recomendations?

The philosophy that is practiced with in Dollar General Organization is a customized outline of performance based compensation philosophy. It entails fixed basic pay, a variable pay that is hinges on the achievements and fringe benefits that are provided to the staffs of the company. In this scenario, the weight of the variable pay is the maximum in the middle of all the diverse elements of the Dollar General compensation. This is practiced to give confidence and inspire the workers to achieve the performance according to the yardstick level set by the Human Resources department of the organization. In addition, the variable pay also comprises the monetary component of the inducements extended to the staffs and fringe benefits incorporate the non-monetary benefits like awards, promotion as well as other type of appreciation. So, it bestows enthusiasm to the workers to labor at their peak level. Above and beyond, it generates a prospect for the company to catch the attention of the finest talents who are confident to deliver.

This policy has one constructive benefit that workers make every effort to perform as it is the solitary way to get top compensation package, in addition to Dollar General streamlining the desires of the workers with rewards to endow with constant inspiration. The negative effect is that staffs will focus more on the inducement and lay emphasis on their individual benefit while ignoring the best interest of the company customers, a condition which has a negative impact on the company image. Moreover, the performance of the team is also affected because of the promise to reward the greatest individual performance(Dollar General Careers | Benefits, 2018). .

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In performance based pay, merit and quality wise work completion is quite important. In this method, people who will perform higher will be paid accordingly. To a little degree, we can say that here component of impartiality will be present as merit will be the foundation. There exist unrestricted opportunity to get the compensation. In this, an enticement or bonus reparation might be remunerated to the individual contribution, group or on the whole company basis. Under this scenario, efficiency will be sustained by the business by numerous inventiveness of extra payment.

Recommendations                                                                                 

1.      Loyalty to employees is paramount-The company needs not fire employees they are wounded or injured within or outside the workplace. The organization should help the workers find security and safety in their normal home life, then an employee will be more than ready to place much effort in their career and it will bring out the best in them.

2.      Build a safe, harassment free place of work for all workers of all creed, races and nationalities. The basis of promotion decisions should never on creed, race and sexuality preferences(Worse Than Walmart?,2018).

3.      Dollar general needs to use feedback surveys as an approach to illustrate to workers they have the company’s support and encourage their incessant hard work at streamlining working environment. Optimistic environment is the beginning to constructive employees.

                                                   Evaluation         

HR Metrics:  

Some of the HR metrics as stated by Mathews - HR Metrics: The Basics. (2018) inludes

•         Work climate

•         Employee satisfaction

•         Engagement

•         Diversity

•         Employee development

Develop and Reward Metrics:

•         Benefit cost per employee

•         Benefit costs as percent of revenue

•         Total compensation expense per FTE

•         Compensation as a percent of operating expense

•         Performance appraisal distribution

•         Learning and development

Strategic HR Metrics: 

•         Economic contribution per average employee.

•         Variability of the impact of employee performance on the organization’s financial performance.

•         Impact of employees in a particular job on the organization’s success

•         ROI of a targeted training program