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5 3 Final Project Milestone Four.docx 5-3 Final Project: Milestone Four Southern New H

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5_3_Final_Project_Milestone_Four.docx 5-3 Final Project: Milestone Four Southern New Hampshire University OL-211: Human Resource Management AÂ compensation philosophy is simply a formal statement documenting the co ...

5_3_Final_Project_Milestone_Four.docx 5-3 Final Project: Milestone Four Southern New Hampshire University OL-211: Human Resource Management AÂ compensation philosophy is simply a formal statement documenting the company's position about employee compensation.(SHRM, 2019)Maersk compensation philosophy is based on the Danish Companies Act. Maersk adopted the general guidelines on April 29, 2008.According to the Danish Companies Act the board of directors must, before entering into a specific agreement about incentive pay with a member of the company's board of directors or management board, adopt general guidelines for the company's incentive pay for the board of directors and the management board. These guidelines must be presented and adopted by the general meeting. The market influences this philosophy because it the employees™ wages is determined on how well the market is doing. When the market is successful and are profits are up typically so is the pay. Salary surveys is a survey of the wages paid by employers that is relevant to the labor market. Salary surveys make sure that employees are being paid wages that is equivalent to the wages of similar employees in other establishments. This can be value to an organization in many ways. The surveys can be used to make sure that they are not overly paying or underly paying their employees. Also, it can build loyalty with their employees because they will have a piece of mind know that they employer is not under paying them. Also, for the employers that ar. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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