Proposal on an Evaluation of Compensation for Professionals and Non-Professionals in the Ghana Health Services

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A comparative analysis of Compensation of Professional and non-professionals and its effect on Employee morale and performance CHAPTER ONE INTRODUCTION Employee compensation and rewards play a critical role in the ability of organizations to attract, motivate, and retain the talents needed for successful operations. When planned strategically, and done well, rewards can be used to differentiate a company from its competitors. “Compensation strategy is a declaration of intent which defines what the organisation wants to do in the longer term to develop and implement reward policies, practices and processes which will further the achievement of its business goals and meet the needs of its stakeholders”, (Armstrong, 2009, p. 746). In effect, compensation strategy should align with business strategy as well as the overall HR strategy. The expectations, needs and aspirations of all stakeholders must also be taken into consideration when developing a compensation strategy. The generic components of compensation include pay, benefits, learning and development and work environment. In effect compensation policies should be developed to cover these four generic areas if the company wants to maximize employee performance. However, compensation packages differ from company to company and from employee to employee. The purpose of this study is to make a comparison between compensation for professionals and non-professionals in the Ghana Health Services. When one writes about compensation for professionals, one thinks about the executive and strategic positions professionals hold in various organizations. In Ghana, most professionals such as professional accountants and marketers, medical officers, nurses among others occupy executive positions or render vital services that they seem to be indispensable. One cannot therefore discuss compensation for professionals in

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