Which of the following total rewards elements most directly increases productivity?

The HRPA Professional Competency Framework under Total Rewards requires HR to design pay programs that reinforce desired performance outcomes. Incentive-based plans that tie rewards to individual and/or enterprise performance measures create a clear line of sight between effort and reward, which is identified in HRPA guidance as the compensation lever that most directly drives productivity and results.

Stock ownership (A) strengthens long-term alignment but is an indirect productivity driver.

Promotion differentials (B) relate to career progression and market structure, not day-to-day output.

Flexible benefits (C) support attraction and wellbeing, not direct productivity linkage.

References (HRPA):

Professional Competency Framework — Total Rewards: aligning variable pay with measurable performance to influence productivity.

HRPA Study Guide — Compensation: pay-for-performance plans as primary mechanisms to drive output and results.