Include workers’ salaries, incentive pays, bonuses and commissions.

Benefits given by employers other than financial remunerations; travel, educational and health benefits and others.

Recognition programs, being assigned to do rewarding jobs or enjoying management support, ideal work environment and convenient work hours.

Pay is computed according to the number of units produced.

Pay is computed according to the number of work hours rendered.

Pay is computed according to the number of work days rendered.

Pay is computed according to the number of work weeks rendered.

Pay is computed according to the number of work months rendered.

Employees who work with passion and feel a deep connection with their company, they drive innovation and move the organization forward.

Employees who are essentially “checked out”, they put time, but not energy or passion into their work.

Employees who are not only unhappy at work, but also act out their unhappiness.

Financial remuneration given in exchange for work performance that will help the organization attain its goals

Indirect forms of compensation given to employees/workers for the purpose of improving the quality of their work and personal lives.

Rewards that are based upon a pay-for-performance philosophy

A compensation package for executives of organizations

Plans that grant employees the right to buy a specific number of shares of the organization’s stock

Rewards which do not pertain to money, finance or currency

Non-monetary reward that may be given to individual employees or groups/teams for meritorious service or outstanding performance

Trophies, medals or certificates of recognition may be given instead of cash or extrinsic rewards

A form of non-monetary, intrinsic reward given by superiors to their subordinates when they express oral or verbal appreciation for excellent job performance.

The process of identifying and attracting the people with the necessary qualifications.

Choosing who to hire.

Through websites, newspapers, trade journals, radio, television, billboards, posters and e-mails among others.

Applications received by employers from individuals who may or may not be qualified for the job openings.

Independent job boards on the Web commonly used by job seekers and recruiters to gather and disseminate job opening information.

Recommendations from the organization’s present employees who usually refer friends and relatives who they think are qualified for the job.

Help employers find the right person for a job.

Also known as “head hunters”

Good sources of young applicants or new graduates who have formal training but with very little work experience. For technical and managerial positions, schools may refer some of their alumni who may have the necessary qualifications needed for the said job positions.

May offer placement services to their members who seek employment.

Possible sources of applicants for blue-collar and professional job jobs.

The interviewer asks the applicant to answer a set of prepared questions –situational, job knowledge, job simulation, and worker requirements questions

The interviewer has no interview guide and may ask questions freely.

One interviewer is assigned to interview the applicant.

Several interviewers or a panel interviewer may conduct the interview of applicants; three to five interviewers take turns in asking questions.

It is not defined or limited by vertical, horizontal and external boundaries.

Specialists from different departments work on projects that are supervised by a project manager

It is made up of work groups.

Several interviewers may conduct the interview of applicants; three to five interviewers take turns in asking question

Refers to filling in all organizational job positions.