Recalling what youâve read and learned about effective presentations, you can choose any of the memos or letters youâve written and deliver the message as a brief speech (1-2 mins).To: All mid-level managers and above at XYZ Industries, Inc.From: The Human Resource Manager Maylin Garcia GarciaSubject: Increment of Annual Performance-Based Bonuses for Middle-Level Manager and Above.The increase in sales at XYZ Industries, Inc. has motivated the management to consider adding the annual performance-based bonuses. The administration made this decision due to the commendable job you have done in facilitating the progress made. We acknowledge the importance of awarding outstanding performance based on the organizationsâ incentives policy, which we revise annually. As illustrated in the incentives policy, employees are entitled to getting intrinsic awards, such as training and development programs, and extrinsic awards, including bonuses, vacation packages, or vouchers. The profit generated from the increased sales has influenced the need for reviewing the incentives policy, which will start with the performance rewarding of middle-level managers and above.Considering that the efforts made by each one of you may vary, the objective is ensuring that every bonus given matches an individualâs input. As emphasized by McPhie and Sapin (2006), enhancing fairness and transparency is essential since this helps in building trust and healthy relationships among employees and management. Moreover, employee motivation and job satisfaction are aspects that we value; therefore, we have to make conscious efforts in providing constructive feedback regarding your performance and taking action. This will also allow you to engage with the management to let them know some of the challenges you have encountered for future improvement. Hence, the annual performance reviews will be used to award these bonuses, which have enabled the management for years to identify employeesâ strengths and weaknesses and how to create growth opportunities. In collaboration with the human resource team, we will be awarding every manager using the contribution value approach, which will be mor
e personalized. The profit generated per every employee is the performance metrics that will determine the compensation margin that this target group deserves. This means that the performance metrics will evaluate your operations, adherence to working hours and valuable intangibles, including your unique talents that have helped boost organizational performance (McPhie, & Sapin, 2006). Therefore, managers with reviews showing outstanding performance will receive a higher reward, acknowledging their exceptional contribution. Average performers will get a significant amount that matches their performance metrics to motivate them to improve to get higher compensation in future appraisals. Altogether, clarifying how the rewarding process will be implemented is necessary to eliminate controversies that may arise, which are not healthy in this working environment. Due to seniority concerns as a bonus implementation approach, the management found it wise to consider applying the performance-based method since this enhances accountability. We realized that when using the seniority method, individuals fail to put their best foot forward. Most assume that they will automatically get an award for the time they have offered their services, which, as a con, promotes unfair rewarding. The management upholds that recognizing hardworking employees should focus on evaluating every input that facilitates organizational success. With that, data derived from the annual performance reviews will enable the management to identify genuine performance improvement (McPhie, & Sapin, 2006). The long-term benefit of using this rewarding system is minimizing employees biased recognition. Moreover, this would improve the companyâs retaining interventions and encourage more diligent and professional managing practices, and such efforts will not go unnoticed. For further concerns, do not hesitate to reach out by visiting the human resource department, and I will be willing to engage with you in-personal. The management values every effort made to ensure that the company succeeds; hence, it is expected of you to join hands to promote cohesion and teamwork in this journey.Best,Maylin Garcia Garcia