The Role of Reward and Compensation System in Employee Motivation:a CASE Study of Madagascar Railways

摘要

The question of valuing human ressources in the world of work has led to enormous changes in the implementation of organizational strategies.Setting up an adapted management system in order to attract the best competences, to retain them and to ensure their motivation is therefore a real challenge for any organization that hopes to succeed in performing.The theme we propose to deal with will conern the motivation and how rewards and compensation can motivate employee.
　　Compensation is what is paid to an employee,whether in the form of wages,salary or incentives by the employer for a specific amount of time,skill and effort made available by the employee in fulfilling specific job requirements.
　　Compensation is important in organisations as it conveys information to an employee about their relative importance to the organisation and provides a scale to identify how much recognition they are receiving for their contribution.Compensation shows employees how much they are appreciated and worth.The most important differentiating element between jobs is the effort involved in performing a job.
　　The compensation issue is currently at the top of human ressources management pratices,in the logic of the consideration of the human factor as a strategic lever leading to the achievement of objectives.It appears necessary to put the question of the compensation of workers on astrategic point of view.Payroll management and pay practices become important because it is averyeffective means of motivating employees,wich leads to increased productivity.

目录

声明

ACKNOWLEDGMENTS

ABSTRACT

Contents

CHAPTER 1．INTRODUCTION

1．1 Background of the Study

1．2 Research objective and questions

1．3 Significance of the Study

1．4 Research structrure

1．5 Research objet(Case study)

1．5．1 MADARAIL human ressources

1．5．2 The company activities

CHAPTER 2：LITERATURE REⅥEW

2．1 Concept of Motivation

2．1．1 Theories of Motivation

2．2 Compensation

2．2．1 Importance of compensation

2．2．2 Compensation tools

2．2．3 Components of compensation

CHAPTER 3：RESEARCH METHODOLOGY

3．1 Method

3．1．1 Qualitative approach of the study

3．2 Operating techniques and methods of analysis

3．2．1 Interview

3．2．2 Questionnaire

CHAPTER 4：RESULTS AND FINDINGS

4．1 The remuneration policy of the Company

4．1．1 Objectives of the remuneration policy

4．1．2 The components of an adapted remuneration system

4．2 Wage Management Rule

4．2．1 Fixed salary management

4．2．2 Variable salary management

4．3 Remuneration and rewards at the center of the motivation of employees

4．3．1 Other benefits(rewards)

4．3．2 The social welfare fund(CNaPS)

4．3．3 Change of post(promotion)

4．3．4 Prime and wage increase

4．4 Employee Perspective on Remuneration Policy and Salary Management

4．4．1 The Employee Compensation Policy

4．4．2 Employee motivation at work through pay

4．5 Analysis of the compensation criteria required by employees

4．5．3 Analysis of the score obtained by the criteria"capability"

CHAPTER 5：DISCUSSION，RECOMMENDATION，CONCLUSION

5．1 Discussion

5．1．1 Criteria for establishing a remuneration policy

5．1．2 Clarify Missions and Define Associated Skills

5．1．3 Show employees that they Contribute to the success of the company

5．1．4 Attractive Salaries and rewards

5．2 Recommendation

5．2．1 How to motive employee without salary

5．2．2 Establish a compensation system

CONCLUSION

REFERENCES

QUESTIONNAIRE