Riordan Compensation Plan

Evaluation of Results The only way to gauge whether the solutions causeed well or not is to first look at employee attitude in relation to gross sales. Once the employee morale goes up, if the sales dilute is plane remotely correlated, sales will also go up. both employee morale and sales r neverthelessue are mensurable in regards to results. Lastly, based on the above results, senior stretch out raise decide whether the new compensation plan shtup be executed in the 6 month timetable or not. If sales have not increased signifi orduretly enough, Riordan can prefer to wait on investing the 25k into creating more proportional salaries. Conclusion Riordan Manufacturing was started from the end up by Michael Riordan. He has invested eld and money into make the company what it is. However, there are quantify when senior leadership members are so focused on the client, the revenue, the business nerve of everything that the most important thing is forgo tten; the employee. Riordan is used to victor but at times it seems to be at the expense of the staff.

In the end, one must request themselves if it is worth it. It is up to the senior leadership team and HR to make accredited that the employees are valued, compensated and appreciated for the work they do, the vision they continue to support and the expertise they bring to the table. on that point are even times when an employee will accept decline pay, just because of how greatly they are treated. But what happens when an employee feels underpaid and underappreciated? Riordan still has a chance to enlistment things around. If not, they will lose their ! best asset; their people.If you want to guide a full essay, order it on our website: OrderCustomPaper.com

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