Employee Reward Strategy for Heidelberg Insurance Services Assignment

Employee Reward Strategy for Heidelberg redress Services - Assignment ExampleIn order to reduce the problems of lack of commitment, Poor quality movement and Lack of effective control, it is hereby recommended that the amount of times based net income in their monthly bear home should be considerably reduced and a new system of commission based recompense should be introduced. Commission should be directly proportionate to the volume of gross revenue achieved by individual gross revenue consultant. Also, the formula of higher the sales, the higher the percentage of commission should apply.Complete abandonment of fixed based salary is not recommended because it leave alone reduce melodic line security that may lead to high turn all over. Also, if due to either reason i.e. illness, a sales consultant is not able to work for full enumerate of geezerhood in a month his/her commission income leave alone sharply reduce. Thus, this fixed based salary will supplement that consult ants income in that particular month. Ultimately it will lead to enhanced commitment towards HIS.In an addition, to look effective checks and balances on the activities of sales consultants, amount of commission income should be made inversely proportionate to the number of complaints received against each(prenominal) of them.A Points schema of Rewards i.e. ... Customers feedback should also have strong impact on a sales consultants pay package and quarterly/yearly bonus. To achieve this, customer satisfaction survey should be conducted after careful selection of sample. It will help in two ways. First of all it will make the customer feel that his/her feedback regarding the sales consultants service to him is important to the company and thus it will wear out a sense of attachment between him/her and the company. Secondly, it will help exercise effective control over the sales consultant. He/she will take great care at the time of making commitments - a problem that the company is facing and paying for by bad publicity by some insatiable customers. It is also highly recommended that the police squad of sales consultants should not be hired by one sales director only they should be divided into 4 teams and each team headed by one team leader directly reporting to the sales director. It will be easy for team leaders and the sales director also to handle small groups of people that will help develop committed teams competing with each other in terms of sales and quality of output. Clerical DivisionExisting Payment SystemAn organizations success depends not only on the performance of its sales team and / or of the senior management, the pocketable tasks performed by clerical stave are also important though relatively lesser than that of others. At Heidelberg, existing reward strategy does not reflects any thing that may motivate clerical staff to stay committed to the organization and to help achieve managements aim of reducing cost. Recommended Reward Str ategySince the job does not require a very high level of commitment, neither does