چكيده به لاتين
Today, organizations are aware the important role of reward programs in achieving business goals. Employers also understand that they cannot just ways to reward other organizations or general models available imitate, because the type of human capital look at the types of rewards in each culture and country as well as in any type of organization can be different; So, a Total Reward framework must be created to create the attraction, motivation and retain of the unique human capital of that organization or country.
In this research, the WorldatWork model and other components identified during the literature review have been used; In the first step, the Total Reward frameworks created during the literature review study with the content validity ratio and the views of 13 experts Experts were asked which of these components had a higher degree of importance for service organizations in Iran. Finally, based on the face validity, the components of the types of reward were added and diminished. At the next stage, the components extracted from the views of experts were subjected to a human capital survey that collected data in software SPSS and AMOS were analyzed.
The results show that in the compensation index, basic payment, overtime and premium payments, and in the index of benefits, merit pay, purchase of goods and housing allowances, and in the work / life balance index, favorable work environment, alternative workplace Flexible work schedule, in the indicator of Recognition and performance, consistency in the work plan, having authority in relevant decisions and assignment of responsibilities, and in the Indicator of opportunities for career development and individual development, training for current roles, learning and development beyond roles The current and upgrading of intra-organizational posts is important from a human capital perspective.
