IT 510 Milestone_4_download.docx Anonymous Southern New Hampshire University OLL-211

IT 510 Milestone_4_download.docx    Anonymous  Southern New Hampshire University  OLL-211 Human Resource Management    When many applicants are applying for a position in an organization the proposed compensation package that is offered upon hire can be a major incentive to the employee. The compensation ideology that is developed within Maersk™s human resource department that are combined with the organizations executive team. The Maersk ideology is controlled by the level of complexity in recruiting qualified candidates which align with the organization™s financial status. The organizations compensation ideology is to use a pay for performance incentive system. The Human Resources department wanted to administer an enticing beneficial system that would be an incentive to employees to remain with their organization for longer tenure. The Maersk organization used an essential performance benchmark which separates their employees into groups according to their job performance (Abott, 2013). Each of the employees who were among the best performers are classified as œhigh performers and are able to receive 100% of the maximum offered bonus, tier two was designed for the employees whose performance was in the adequate performance and are labeled as œeffectual this group is then eligible a 50% percent of the maximum bonus. The third level is for those employees who are considered underperforming and are labeled œlower-level performers which allows them to still be eligible for 25% of the maximum