In today's world where the globalization of the economy, the uncertainty in the markets due to the fear of a global recession and the constant technological innovations force organizations to be increasingly competitive to survive and grow in the market in the case of the sector private and in the public sector to meet institutional objectives and meet the demands of citizens.
It is under this context that workers intelligently develop their work, giving high added value to their performance, but for this it is essential to have motivated and involved workers with their organization.
In this line of thought I quote Philip Caldwell President of Ford Motor Co., who in 1978 with a vision of the importance of the human factor in an organization for the achievement of its objectives mentioned:
“Our strategy for the coming years will be reduced to nothing, unless we ask for more participation from our workforce. Without motivated and interested workers, we are not going to lower our costs as much as we need, and we are not going to obtain the product of the quality we need ”.
In this way, in the management of human resources, in relation to the remuneration aspect, new trends have emerged such as:
- Pay employees based on skills and performance, not job title Expand salary ranges by using “wide bands,” which is compensation that combines salary ranges for various positions Increase variable pay, such as, profit sharing and profit sharing Emphasize team performance rather than individual performance.
While these trends could be seen as applicable only to private companies, in the public sector they could also be, taking into account their own characteristics.
But I must specify that for this to be achieved it is important to have competent personnel throughout the organization, whether public or private, and for this the concept of corporate education is important, which is " The process of strategic transfer of values, knowledge, and skills; that implies modification of attitudes and behaviors towards the improvement of the professional competence of the workers and the integral competitiveness of the organization ”.
In this sense, in light of the above, I consider that it is applicable to grant salary incentives to officials who achieve goals, but as long as this is part of a modern and comprehensive human resource management management process, where the economic component is just one more factor to bear in mind and other important elements such as job development, respect for current labor laws, participatory management involving the managers and workers of the organization and efficient performance evaluation systems such as 360 ° system, among others.
