Reference no: EM133157201

Read the followimng:

Compensation Practice in organisations must be clearly designed and executed to support the achievement of organizational goals. Here is an excerpt from an address by the Chief Executive Officer Port Authority in Trinidad and Tobago to the staff at the launch of the Future Search Conference which was aimed at reaching clarity and consensus on long term goals in the light of the developments at the Waterfront Project in Port of Spain: "Organization change by definition involves changes in the way in which jobs are defined, in the competencies required and the way in which people interact. Staff need to understand that the change process that we are about to embark on is critical to our long-term success and that they need to demonstrate their understanding of the benefits that will accrue to them and the organization and get on board. The reward system must reinforce and facilitate the transformation process".

Task: As the Director, Human Resources you would have had the responsibility to facilitate and assure staff alignment, develop in detail your planned approach inclusive of key activities that you propose to support the Senior Manager, Compensation and Benefits in aligning the reward system to the new vision articulated by the CEO for the organization. 

With the response, please provide:

- A comprehensive listing of the key activities incorporated in the overall Compensation and Benefits Plan. 

- 5 good points raised on the impact of the compensation system and the organization vision and mission.

- At least 3 points raised and the links between reward and system structure outlined.

- At least 3 points raised but links between the organization vision/mission and reward system decisions are limited.