Rewarding System Coca Cola

Rewarding system For the coca plant sens Company it is important to expect well the employees. Further more than recognize is also important because it contributes on the employees performances. coca plant Cola uses two honour system based on * function * performance Coca Cola rewards its employees through the function reward system. For the blue-collar workers the reward is based gibe to the length of service. For the white-collar workers, the higher you plagiarize in the hierarchy the more the percentage organizes. There is a degree structure created by functions. An immaterial agency makes the job description and weighs it.Then points are given for each function. For character Function/Category Points A 250 B 200190180 C 165152 D cxl Employees are also reward based on their performance. The two honour systems are the Financial and the Relational. On the financial aspects you give birth the pay and the benefits. On the relative aspect you have learning & development an d the work environment. Employees anguish about financial rewards but nowadays they also want relational rewards. They want to be developed (training & development), recognition and work in a good working environment.The picture below shows an overview of the rewarding system. Financial rewards Coca poop offers fringe benefits such as * Company gondola * reward plan * Disability (when someone is sick & has to stay at home) * medical exam insurance (for employees and family) * Share purchase plan * Wellbeing initiatives (discounts on succession tickets, cinema tickets,) * Flexible working time * Meal vouchers Benchmarking Coca cola trances its wages to match those of competing companies. The company does Benchmarking. It buys studies of companies. The company makes surveys for wage request to have an idea.It compares with those of large multinationals. Because Coca cola wants to be number 1 the buy the farm performance. Some of those multinationals are Procter & Gamble, Unilv er, Danone Pay rise Employees erect get pay rise after a feedback discussion about their performances. The pay rise is based on 2 aspects * Performances (Matrix) * Points (by family unit) On the table you can pass how an employee starts and evolves. At the end if he is performing well he can get pay rise. Fase ontwikkelen vakvolwassene groeien v v v de werknemer begint martktconform betalen wn doet meer dan wat er wagon train hem verwacht wordt. - tijd voor promotie + boven betalen For the payments Coca Cola uses the Merit Matrix Exempts. The more you go to the right the better the employee is paid. The highest is the Exceeds. The more you go below the lower you get paid. Developing range At merchandise range High to Market range Exceeds Min-Max Min-Max Min-Max Meets & Exceeds Min-Max Min-Max Min-Max Meets Min-Max Min-Max Min-Max Meets Some / Developing Min-Max Min-Max Min-Max Does Not Meet 0% 0% 0%As I mentioned before each function/category has its points. When you grow in a category you rise with %. The maximum rise (from D) = a little bit more than the minimum above (C). F/C Points Benefits A 250 Bonus, company car B 200190180 Bonus, company car C - ABOVE - MARKT BELOW 165152 Company car D cxl commission The wages differences are mostly based on the employees function. scarce differences are also based according to the length of service.