'n Versoeningstrategie tussen vergoedingsbehoeftes by werknemers en vergoedingsdoelwitte van 'n mynbou onderneming

Abstract

Afrikaans: Vergoedingsadministrasie is in 'n sekere mynbou onderneming gedoen sender formele beleid, prosedures en behoorlike marknavorsing. Geen spesifieke doelwitte met vergoeding is gestel nie. Werknemers werk vir verskeie filiale versprei oor Transvaal, Natal en die Vrystaat, ender verskillende diensvoorwaardes. Navorsing oor vergoedingsbehoeftes van werknemers is nooit gedoen nie en haas onbekend. Toepaslike literatuur is bestudeer. Uit die inligting is 'n model saamgestel wat 'n strategie aandui waarvolgens vergoedingsbehoeftes by werknemers met vergoedingsdoelwitte van bestuur versoen kan word. Vergoedingsbehoeftes by werknemers is nagevors deur 'n vraelys te laat voltooi. Verwerking is hoofsaaklik met 'n rekenaar gedoen. Navorsing was wat persoonlike beantwoord. egter beperk deur groot afstande tussen sentra kontak uitgeskakel het. Vrae is egter volledig Verskeie vergoedingsbehoeftes is bepaal. Posvlakverskille is aangetref. Werknemers is ook bereid om meer te presteer indien aansporingstelsels in werking gestel word. Aanbevelings is aan Bestuur gemaak waarvolgens vergoedings- . behoeftes bevredig kan word en moontlik produksie kan verhoog •

English: Remuneration administration is practised by a certain mining enterprise without formal policy, procedures and comprehensive knowledge regarding market tendencies. Research in remuneration needs of employees has not been carried out and therefore little known. These mentioned facts inisiated this research. • Applicable literature was studied and key aspects of a scientific remuneration system noted. From these key aspects a model was constructed indicating a strategy to reconcile remuneration needs of employees with remuneration objectives of the employer. Knowledge of employees needs was gained by sending a questionnaire, consisting of 34 questions, to a representative sample employees. Most of the questions were processed by computer and the remaining by hand. Recommendations were made accordingly to establish greater remuneration satisfaction with employees and to reduce frustration. Actions whereby management can obtain fulfilment of its remuneration objectives were also recommended. By implementing the strategy greater productivity may be achieved.