Compensation Practice in organisations must be clearly designed and executed to support the achievement of organizational goals. Here is an excerpt from an address by the Chief Executive Officer Port Authority in Trinidad and Tobago to the staff at the launch of the Future Search Conference which was aimed at reaching clarity and consensus on long term goals in the light of the developments at the Waterfront Project in Port of Spain: "Organization change by definition involves changes in the way in which jobs are defined, in the competencies required and the way in which people interact. Staff need to understand that the change process that we are about to embark on is critical to our long-term success and that they need to demonstrate their understanding of the benefits that will accrue to them and the organization and get on board. The reward system must reinforce and facilitate the transformation process". As the Director, Human Resources you would have had the responsibility to facilitate and assure staff alignment, develop in detail your planned approach inclusive of key activities that you propose to support the Senior Manager, Compensation and Benefits in aligning the reward system to the new vision articulated by the CEO for the organization.
Compensation Practice in organisations must be clearly designed and executed to support the achievement of organizational goals. Here is an excerpt from an address by the Chief Executive Officer Port Authority in Trinidad and Tobago to the staff at the launch of the Future Search Conference which was aimed at reaching clarity and consensus on long term goals in the light of the developments at the Waterfront Project in Port of Spain: "Organization change by definition involves changes in the way in which jobs are defined, in the competencies required and the way in which people interact. Staff need to understand that the change process that we are about to embark on is critical to our long-term success and that they need to demonstrate their understanding of the benefits that will accrue to them and the organization and get on board. The reward system must reinforce and facilitate the transformation process". As the Director, Human Resources you would have had the responsibility to facilitate and assure staff alignment, develop in detail your planned approach inclusive of key activities that you propose to support the Senior Manager, Compensation and Benefits in aligning the reward system to the new vision articulated by the CEO for the organization.
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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Transcribed Image Text:Compensation Practice in organisations must be clearly designed and executed to support the
achievement of organizational goals. Here is an excerpt from an address by the Chief Executive
Officer Port Authority in Trinidad and Tobago to the staff at the launch of the Future Search
Conference which was aimed at reaching clarity and consensus on long term goals in the light of
the developments at the Waterfront Project in Port of Spain: "Organization change by definition
involves changes in the way in which jobs are defined, in the competencies required and the way
in which people interact. Staff need to understand that the change process that we are about to
embark on is critical to our long-term success and that they need to demonstrate their
understanding of the benefits that will accrue to them and the organization and get on board. The
reward system must reinforce and facilitate the transformation process".
As the Director, Human Resources you would have had the responsibility to facilitate and assure
staff alignment, develop in detail your planned approach inclusive of key activities that you
propose to support the Senior Manager, Compensation and Benefits in aligning the reward system
to the new vision articulated by the CEO for the organization.
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