Pay-for-performance is just not enough. While performance reviews are one critical input to compensation decisions, many organizations have found their pay-for-performance initiatives not as successful as hoped due to...
challenges incenting the right behavior
limitations in the information available to decision makers
a lack of insight into long term workforce needs and plans
Saba Compensation, a key component of successful people management solution, ties compensation and rewards directly to both formal and informal measures of success, enabling the organization to incent the specific behavior and achievements necessary to reach organizational goals.
This approach improves performance, productivity, and talent retention rates, ensuring your organization’s competitive advantage.
Benefits
Features
Increase Retention and Productivity
Find and reward the most valuable contributors based on both formal performance and informal contribution
Empower individuals to weigh in on their compensation options
Reduce Costs
Effectively communicate and ensure compliance to pay increase guidelines
Empower managers to make smarter decisions so that money is spent where it is needed most
Support both centralized and decentralized decision making to reduce the burden on HR
Reduce Business Risk
Ensure compensation spending is compliant with policies and guidelines
Target compensation spending on areas identified as risks
Instill consistent compensation decision-making across geographies and business units
Pay-for-performance programs have been increasingly embraced by organizations, yet many of these programs fail. Why? Because many of these program utilize incorrect and insufficient metrics and don’t take into account employee needs during program design.
Learn how to create a compensation program that works
