Page 38 - Appreciating Organization's Biggest Assets

compensation packages, attractive more tailored incentives and quick
incentives, etc., are some ways employee rewards.
companies practice retaining and
satisfying employees. Employees are
now addressed as ‘human capital
and not merely as commodities of
a company. While compensation
can help the employees afford
a particular lifestyle, it can also
increase the chances of the employee Image Source: msudenver.edu
being loyal to the company. The term “glass ceiling” refers
Employee engagement through to a discriminatory barrier that
providing different compensation prevents women or people of colour
structures to varying levels of from advancing in occupations
employees has been practiced very that are already pretty decent,
commonly nowadays. Employees typically in middle management.
today correlate compensation and ‘Glass Ceilings’ was first coined by
benefits with job satisfaction and Marilyn Loden when she spoke
employee retention. as a judge at the 1978 “Women’s
Wages and salaries are a primary Exposition” in New York. This
human resource function today. concept was later popularized in
Apart from compliance with 1986 in the Wall Street Journal
procedures and regulations, aspects article discussing the corporate
such as cost to the organization world’s hierarchy and how inviable
and employee motivation through barriers were created that prevented
compensation and benefits schemes women employees from getting
have increased the percentage of promoted in their career paths.
Gen Z and Gen Y employees loyal to The equality gap varies by country
the company. Generation Z wants a and may be influenced by cultural
variety of bonuses and incentives attitudes that discourage women
in their ideal workplace. To attract and minority groups from working.
young talent, make sure your Companies in India have responded
perks are flexible and personalized. to the gender gap by concentrating
Contrary to popular belief, on diversity initiatives. This
Generation Z likes conventional involves recruiting people who are
benefits such as fringe benefits, mainly responsible for boosting
ESOPS, retirement plans, etc. the representation of women
However, they place a premium on and minorities in management

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