Diseño de un sistema de compensación económica vinculado a la evaluación de desempeño 360° para la empresa PG

Abstract

This study aims to design a compensation system linked to a 360-degree performance evaluation at PG, an Ecuadorian company dedicated to the production of plastic packaging with more than forty years of experience. The initiative arises from the need to overcome a traditional compensation model that is inequitable and disconnected from strategic objectives, which has led to demotivation, decreased employee engagement, and risks of staff turnover. Within this framework, the theoretical foundation draws on the contributions of Adams (Equity Theory), Vroom (Expectancy Theory), and Herzberg (Motivation-Hygiene Theory), who agree on the importance of fair, motivating, and performance-linked systems to ensure productivity and job satisfaction. In addition, it is complemented by contemporary models such as competency-based management, the Balanced Scorecard, and 360-degree evaluation, which enable a comprehensive and objective assessment of performance. Methodologically, a mixed-method approach with a descriptive scope and a non-experimental, cross-sectional design was adopted. The Minnesota Satisfaction Questionnaire (short version, 20 items) was applied to a sample of 30 employees from the administrative area. The data were processed through statistical analysis and revealed a moderate level of intrinsic satisfaction, particularly regarding the use of skills, but also marked extrinsic dissatisfaction related to lack of recognition, limited growth opportunities, and the perception of pay inequity. These findings confirm the need to implement a performance-linked compensation system. Based on these results, the proposal includes a structured model organized into phases of design, implementation, application, and feedback of the 360-degree evaluation. It integrates both technical and behavioral competencies with the objectives of each position through a weighting system and a salary increase scale based on evaluation results, ensuring transparency, fairness, and alignment with the company’s strategy. Consequently, it is concluded that linking compensation to 360-degree performance evaluation not only strengthens employee motivation and commitment but also optimizes productivity and contributes to organizational sustainability. This approach enables PG to consolidate a high-performance culture, retain key talent, and achieve its growth objectives.