VII. (A) ROLE OF REWARDS IN STAFF RETENTION The clear and unambiguous answer to retaining staff is to offer them a better deal, better than what they think they can get working for other employers. The current need is to provide jobs that satisfy the employee and provide them with opportunities for career growth. The following figure shows the response of employees of a company (according to a survey carried out) to the different rewards presented to them in recent years: FIGURE 7(A).1 GENERAL RESPONSE OF EMPLOYEES TO DIFFERENT REWARDSVIII. COMPENSATION PLANSIn the broadest possible sense, any company's compensation or compensation systems and plans are designed to attract, retain, and motivate its workforce. It is clear that the workforce will shift to higher paying jobs in today's competitive market. Compensation-related policies and practices are critically important because every employee, from a casual employee to a hotel general manager, is affected. . The level of remuneration will always be accepted if it is deemed fair in the eyes of the employees. Unfair pay systems will breed distrust and lack of commitment to their work. Today, there are many changes in philosophies regarding compensation plans in any organization as the workforce continually moves away from the "right to pay" policy where seniority is the basis of salary increases and not performance. In today's dynamic work culture, pay for performance is the new mantra in which three major changes regarding compensation and benefits can be observed. Following are the basic aspects of any salary package: • BASE RATE is the minimum salary received by an employee without any additions thereto.• FUDGE PAYMENTS refers to...... middle of document..... . by study, this is entirely possible and will achieve high success rates and retention of essential talent. This is not a one-off approach, but an ongoing process that will need to be regularly checked and modified to adapt to industry demands. This will enable HR managers to become highly skilled and equipped with the ability to keep pace with today's changing environment. Just like all organizations compete for products, the current scenario also requires them to compete for talent. To do this, HR must not only accept and respond to change, but also anticipate and control it. Employees will only produce if they are properly placed, trained and incentivized for their performance. Mastering the varied techniques that can enhance all aspects of employees is undoubtedly the heritage as well as the future of HR managers...