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Think if paid100,0 and bonus is20,0 or paid80,0 but bonus is40,0.
I see that it depends on the job. for example, I prefer high base and low incentives for management jobs and low base and high incentives for sales and entry jobs.
I prefer High incentive low base pay couse in this way we can courage and motivate the tem to work more and give more to improve his pay in this way you will make your team much more creative, dynamic and ever strive to broaden the base of his customers.
It is logically related to the job kind as explained before is one of the answers; but i would like to add another option:
High base with Job target to be achieved; this is because the high base will let the employee work covering his back and not thinking a lot in potential problems that will face his family and how he will face it and will let him working to achieve the target to be in such comfort zone.
Incentive programs mostly applicable in sales & customer services only.
· Very good process to filter fit candidates only, Through low payout & high incentive structure .
· Beneficial process for an onboard candidate & as well as for free lancers too.(Reason : Volume dependable Payout.)
· Through the same we provide exact wage for low performer & high performer .(Generate internal Competition.)
· According to my experience , Sometimes candidates not working very delicately(sales only) because they knew about the fix wage.
So, I believe in high incentives programs/Structure .
I prefer high base pay with low incentive. In Saudi Arabia, companies retirement contribution and end of service incentive depend on the base pay only.
I will consider High base pay with low incentive.
