A study of Compensation Management Essay

In spite of the multiple benefits and advantages of requital management and its impact on employees consummation, it can non still be express that having salary management polity is a panacea for successin appraising, and managing employees mental process. It is therefore the duty of all managers to ensure that the use of compensating policy meets employees expectation in order to have good and useful performance. The first basic requirement for effective and functional performance arranging is to have a common understanding of the standards of performance required from severally job holder, performance required from each job holder and stipend management should be in relation with organizational goals and objectives.One of the aboriginal responsibilities of management is to make pay policy a veritable bastard for optimizing the potentials of employees and human resources manager or practitioners should be in the driving place in ensuring that the scheme is run in line with the principles of fairness and equity. drumheadThe study was aimed at examining the impacts of compensation management practices on employees performance at the Nigeria Port Authority, Apapa.Questionnaires were administered to selected staff of Nigeria ports Authority, Apapa. The entire population was estimated at 340 people comprising of ripened and junior staff and out of this population a sample of coke respondents were randomly selected for intensive study and analyzed.The responses obtained from the questionnaire that was personally administered and the test of hypothesis utilize chi square (x2 distribution)statistical method of analysis form the initiation of the finding of this research survey. Some of the findings are,1. That the Nigeria ports authority (NPA) has a well-organized and efficient compensation management system which is applicable to all the employees.2. That compensation management system has a great impact on employees efficiency and performance at t he Nigeria ports authority (NPA).3. There is a relationship between compensation management policy and employees performance and that compensation management willing lead to positive impact on employees performance.4. That employees performance can also be determined through the use of whatever factors which are not monetary inclined like motivation, leadership, communication, objective, control, sense of be and decision making in relation to compensation management practices.5. That condescension the significant impact of compensation management system, performance of some employees is not up to the set standard of the organization.