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To provide immediate praise and recognition to their workers. If they bring up a technique to increase manufactures or else handle on the work crisis with professionalism situation they ought to be rewarded. Rewards and recognition will be useful with retaining good eminence worker such as a worker of that particular month rewards plan as a way to increase production and morale. Another proposal would be giving yearly bonuses for performance, footed apon their creditable yearly evaluations.

By using a realistic gauge of performance, Plastic will be able to successfully adopt this form of incentive pay to reward high performers. By providing individual incentives, Plastec will be able to set apart and reward the high performers, promote competition among employees, and begin to see an increase in productivity. The goal is definitely to develop a program that fits their organization, making sure the rewards are based on what organizational need, and that their employees have a clear understanding of the expectation in order to obtain the rewards, this plan could prove quite successful for the company, especially with regarding to recruiting, lowering turnover rates, and long term retention. More importantly, in addition to boosting the morale of the employees, they will also feel valued and that their pay is equivalent to their work.

It is well known that when employees do not feel they are getting the proper pay and benefits for their work performance and responsibilities, they may be inclined to find other jobs that pay more or offer better benefits. Employee satisfaction is critically important for the retention of the machine operators at Plastec and we can accomplish this by providing them with a competitive and comprehensive benefits package.

Not unlike other growing companies, if Plastec wants to succeed in an increasingly competitive environment, Paul must have a well-designed compensation plan that motivates employees, controls compensation costs, and...