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Incentive Wages for staff An analysis of a distribution center
KTH, School of Industrial Engineering and Management (ITM), Industrial Economics and Management (Dept.), Organization and management.
2015 (English)Independent thesis Advanced level (degree of Master (Two Years)), 20 credits / 30 HE creditsStudent thesisAlternative title
Incitamentlöner för personal En analys av en distributionscentral (Swedish)
Abstract [sv]

Inom Åhlénsgruppen finns olika bonusprogram för personalen beroende på vilken del av Åhléns man arbetar inom. För Distribution Central (DC) baseras bonusprogram på Åhlénsgruppens resultat före skatt, EBT. Resultatet är därmed svårt att påverka för en enskild anställd. Bonusprogrammet kan upplevas som slumpartat och blir inte ett incitament till effektiviseringar och ett engagemang hos personalen att höja standarden.

Åhlénsgruppen hade ett stort intresse att hitta minst ett nyckeltal ur DC: s verksamhet som bas för ett bonusprogram för att alla anställda på DC ska känna att de har möjlighet att påverka sin egen möjlighet till bonus.

Målet var att hitta minst ett nyckeltal som både främjar Åhlénsgruppen resultat och den enskilde individens vilja att prestera sitt bästa.

Under exjobbet hittade man ett nyckeltal både till de olika grupparbeten i verksamheten samt på hela DC som det inte skulle skapa suboptimeringar. Nyckeltal enligt ovan det går att implementeras på Åhléns DC.

Tanken är att DC nyckeltal ger garanti till Åhléns att personalen ska känna sig motiverat och effektivisera sig på jobbet.

Abstract [en]

Within Åhlénsgroup are various bonus schemes for staff depending on what part of the Åhléns they work at. For distribution center (DC) based bonus program at Åhléns Group's earnings before tax, EBT. The result is therefore difficult to influence for an individual employee. The bonus program can be experienced as random and do not become an incentive to greater efficiency and a commitment among staff to raise standards.

Åhlénsgroup had a great interest to find at least a ratio of DC's activities as the basis for a bonus scheme for all employees at the DC should feel that they can influence their own possible bonus. The goal was to find at least one key that both promotes Åhlénsgroup results and the individual's willingness to perform at their best.

In the thesis they found a key both to the various group work in the business as well as on the entire DC that it would not create sub-optimization. Key figures as described above can be implemented at Åhléns DC.The idea is to DC ratios give guarantee to Åhléns that staff feel motivated and more efficient at work.

Place, publisher, year, edition, pages
2015. , 49 p.
Keyword [en]
Human Resources ManagementBenchmarking Balanced Scorecard
Keyword [sv]
Human Resources ManagementBenchmarking Balanserat styrkort
National Category
Economics and Business
URN: urn:nbn:se:kth:diva-189525OAI: diva2:946495
Available from: 2016-09-29 Created: 2016-07-05 Last updated: 2016-09-29Bibliographically approved

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