Employee Perceptions of Skill-Based Compensation in an Algerian Juice Company

The management of salaries plays a vital role in achieving an organisation’s objectives, extending beyond recruitment, career planning, performance evaluation, competency assessment, and employee training. It encompasses the crucial responsibility appropriately rewarding employees for their organisational contributions. Thus, compensation becomes multifaceted element with both human economic significance, presenting complex challenge life often becoming subject labor disputes. Despite evolving landscape, significance as key factor production influential wages lives individuals organisations remain substantial. In Algerian context, many companies still adhere to traditional wage policies primarily based on job requirements standardised pay scales, particularly within public sector. However, this approach faces numerous challenges, hampering from effectively fulfilling roles leading talent drain towards private These challenges stem factors, such declining that fail reward workers competencies adequately. As mentioned earlier, serve incentives fulfil responsibilities. This article summarizes workers’ attitudes juice company shift now prioritize evaluating skills. new affects employees’ well-being organization influences task performance. Additionally, it brings about changes long-established structures. Workers’ are influenced by socio-cultural factors resulting social interactions organizational culture. Within company, these vary interests perspectives desired change. While some support embrace policy, others resist reject it. Any change introduces generates behaviours require careful analysis, perceive threats accustomed stability. Consequently, they exhibit specific reflect opinions regarding proposed modifications.