Investigation and Identification Components of Compensation in Police Force based on Total Reward Model

Extended Abstract Abstract The purpose of this research is to identify the components of total reward in the Police Force of IRI (NAJA). This research is qualitative in terms of the nature of data; and In terms of the purpose; it is practical, and in terms of data collection method, it is descriptive-exploratory. The statistical population includes all senior and middle managers of the police force in Qazvin province (60 persons), who used their views to identify the components of the total reward. The statistical sample consisted of 12 managers of police forces of Qazvin province who were selected by snowball method. In this research, the data collection was done by studing theoretical foundations and research background and profound semi-structured and in-depth interviewing with the managers of police forces. The data analysis method is theme analysis using MAXQDA software. The findings of this study have been developed in the form of total reward model in police force which has 64 contents, 5 subthemes (payments, financial benefits, job bonuses, external motivation and internal motivation), and 2 main themes (Total remuneration and non-financial compensation). The overall results of the research indicate the importance of both concepts of financial and non-financial rewards in the compensation system of employees in the police force, which are emphasized in human-economic models of compensation including total reward model. Therefore, given the economic conditions and the lack of funds and credits in the award of financial rewards, it is necessary for police enforcement to pay more attention to non-financial rewards in order to motivate staff in the organization. Introduction In the new era, organizations have found that human resources are the most important asset and capital, because without the presence and effectiveness of human resources, the most financial and advanced technology, alone for the benefit organization It does not create competition and it will not be able to advance the organization towards the desired prospect. To this end, organizations need to design compensation or reward system for attracting, retaining and maintaining efficient human resources. Employee compensation seeks to improve employee performance by rewarding those who have made a contribution to the organization's performance. the design and implementation of compensation systems not only can affect employee motivation, but also can be harnessed to improve safety, qua