Reward strategy for organizations involved in the management of civil services based on the Hay-Group Model and Decent Work indicators and Analysis of the Importance-Performance Matrix Case study (Cooporative Labour And Social Welfare)

The aim of this research is to develop a reward program for governmental organizations based on the Hay Group and indicators of decent work carried out as a case study, the General Directorate of cooporative labour and social welfare of Qom, was considered .

Design /Methodology /Approach:

 By referring to library documents and resources and obtaining expert opinions, the effective components on the payment of bonuses to the organization and management at the micro level have been identified. Then, by participating and interviewing five organizational academics and using the importance - performance analysis model, the importance of each component was determined. In order to measure the performance (current executive status) of the studied executive body, 15 employees by Random sampling was selected and according to the question, a survey was conducted.

After analysis according to the model IPA The findings showed that there is a gap between the desired situation and the current situation in the reward payment system, and the components of performance - cognition, support and social dialogue, need more focus and strengthening. Continuity of salary components is desirable and necessary, but an exaggeration is seen in using some components of work - life balance and benefits and it is necessary to control it. In addition, the component of research opportunities has low importance in developing a reward strategy.

Limitations and Consequences: 

The present study is limited to the rewards for a governmental organization (case study), so its application addresses the micro level of rewards of similar government organizations. It is suggested that in future studies, with wider sampling, other types of organizations be studied from a macro perspective.

Practical Consequences: 

Managers and researchers can use the results of this research to review the status of their organization and develop and improve reward strategies.

Innovation or value of the article: 

This research, by providing an innovative and integrated frame work, is considered as a good guide to identify gaps and weaknesses in compensation systems and improve reward strategies, and in this regard, suggestions in the form of relationship rewards and more effective exchanges, provided .