Table 20 indicates that although equality or fairness is almost inexistent in HMC Planning and Performance Group however, there is a marginal advantage when it comes to equity or justice. Equity or justice exist but it not enough to be threated as a positive attribute of the compensation management. It is still treated as an opportunity for improvement. Equality domains such as ‘work environment’ and ‘organizational support’ have posted positive inclinations. Staff believes ‘their physical working condition is good’; ‘believes that the job is secured’; likes the type of the work that staff does’; experienced the spirit of cooperation at the work area’; plus staff also feels that the work area gives opportunity for them to use their talents
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Equity assessment of respondents on compensation package in terms of salary, benefits, recognition, work environment and organizational support is perceived to be “neutral” but leaning toward “agreement” due to their weight means of 3.02 (neutral), 3.80 (neutral), 3.74 (agree), 3.49 (agree), and 3.23 (neutral) respectively, showing a grand mean of 3.26 which translates to be neutral meaning a weakness.
Furthermore, the mean perception of the respondents’ level of satisfaction against the present compensation package is found to be neutral leaning towards disagree having a grand mean of 2.74 which translates to be neutral which is also a weakness. Top issues of staff disagreement are housing and housing allowance, educational assistance for staff’s dependence, mobile communication allowance and access to external training. These findings are consistent to the aggregated response from the open ended questions “what benefit would you like to see added?” They were top 1st, 3rd and 5th …show more content…
HMC Planning and Performance may focus on the enhancement of staff’s perception on equality and equity towards compensation package, especially closing the gap in terms of staff satisfaction pertaining to the current benefits employees receive.
2. Appropriate communication with the staff on whatever is happening around the organization may enhance staff’s sense of value that thus may drive motivation.
3. Further studies may be conducted to continuously assess the level of staff satisfaction, particularly on workforce perception of equality/fairness and equity/justice. A study including a wider population or a study across the whole organization involving all sectors may present significant information in formulating action plans advocating staffs’ motivational drives that would result to an enhance staff satisfaction; such reinforces staffs’ engagements; therefore may more likely be associated to the organizational efficiency.
4. Hamad Medical Corporation-Planning and Performance Group may table and implement the proposed Enhancement Measures based on the assessment of Equality/Fairness and Equity/Justice perception of staff. Further collaborations with other Groups, Hospitals, Departments and Units would be of significant value to supplement further enhancement measures that would be applicable across the whole
Equity assessment of respondents on compensation package in terms of salary, benefits, recognition, work environment and organizational support is perceived to be “neutral” but leaning toward “agreement” due to their weight means of 3.02 (neutral), 3.80 (neutral), 3.74 (agree), 3.49 (agree), and 3.23 (neutral) respectively, showing a grand mean of 3.26 which translates to be neutral meaning a weakness.
Furthermore, the mean perception of the respondents’ level of satisfaction against the present compensation package is found to be neutral leaning towards disagree having a grand mean of 2.74 which translates to be neutral which is also a weakness. Top issues of staff disagreement are housing and housing allowance, educational assistance for staff’s dependence, mobile communication allowance and access to external training. These findings are consistent to the aggregated response from the open ended questions “what benefit would you like to see added?” They were top 1st, 3rd and 5th …show more content…
HMC Planning and Performance may focus on the enhancement of staff’s perception on equality and equity towards compensation package, especially closing the gap in terms of staff satisfaction pertaining to the current benefits employees receive.
2. Appropriate communication with the staff on whatever is happening around the organization may enhance staff’s sense of value that thus may drive motivation.
3. Further studies may be conducted to continuously assess the level of staff satisfaction, particularly on workforce perception of equality/fairness and equity/justice. A study including a wider population or a study across the whole organization involving all sectors may present significant information in formulating action plans advocating staffs’ motivational drives that would result to an enhance staff satisfaction; such reinforces staffs’ engagements; therefore may more likely be associated to the organizational efficiency.
4. Hamad Medical Corporation-Planning and Performance Group may table and implement the proposed Enhancement Measures based on the assessment of Equality/Fairness and Equity/Justice perception of staff. Further collaborations with other Groups, Hospitals, Departments and Units would be of significant value to supplement further enhancement measures that would be applicable across the whole