8.- Employee Engagement COMPENSATION Compensation has three components. The proportion of each is known as the pay mix and it differs a lot by firm. Usually the largest element of total compensation is base compensation (fixed pay an employee receives on a regular basis), secondly pay incentives (programs created to reward employees on good performance) …
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HRM4
4.- Performance Management Performance Appraisal Organizations usually carry out appraisals for administrative and developmental purposes. They are used as administrative basis for for decision making such as work conditions, promotions, termination, and rewards. If it is used for development it is geared toward improving employees performance and strengthening their skills. It includes feedback, counseling employees …
HR7
7.- TOTAL REWARDS PAY-FOR-PERFORMANCE: THE CHALLENGES These programs also known as incentive programs, can improve productivity once it has figured out several challenges in design and implementation. Individual performance is hard to measure, this happens because the employee may feel like the they control the factors affecting his or her output. Pay incentive systems can …
HRM3
3.- LABOR UNION AND LABOR LAW Understanding the Legal Environment Complying and understanding HR regulations is very important because it helps you: do the right thing, be aware of your firm’s legal and HR limitations and minimize any potential liability. Being compliant with the law it’s the right thing to do, and the primary requirement …
HR9
9.- EXIT MANAGEMENT EMPLOYEE SEPARATIONS What are they? Employee separations occur when employees cease to be members of the organization and are handled differently from outplacement. Managers should have thoughtful policies in place to handle any outflow of Human Resources. Employee Separations have costs: But they also have benefits: TYPES OF EMPLOYEE SEPARATIONS Voluntary: this …
HR10
10.- STRATEGY AND PLANNING – ETHICS. PLANNING AND IMPLEMENTING STRATEGIC HR POLICIES Aligning HR strategies and programs with environmental opportunities, business strategies and organizational characteristics is the key to success. Strategic HR planning is the process of formulating HR strategies and establishing programs or tactics to implement them to bring many direct and indirect benefits …
HR6
6.- EMPLOYEE WELL-BEING, HEALTH AND SAFETY AT WORK WORKERS SAFETY AND THE LAW Thanks to improved safety and health conditions in workplaces there has been a decline in job-related fatalities and injuries in the United States. However, the decline may be due to the reduction of work hours for industries reporting high incidence of worker …
Human Resource Management HR2
2.- LEARNING & DEVELOPMENT Training versus Development Training and development work in conjunction however they are not the same. Training focuses on giving the employee specific skills required to perform their job and correct any shortcomings. Development on the other hand provides the employees with the abilities they will need in the future. Training focuses …
HRM 5
5.- LEGAL COMPLIANCE, DISCIPLINE AND GRIEVANCE. EMPLOYEE RIGHTS A right is the ability to engage in conduct that is protected by law or social sanction, free from interference by another party (in this case an employer). Employees have the legal right to form unions, and it is illegal for an employer to discourage employees to …
Basics of Human Resource Management HR1
1.- RECRUITMENT & SELECTION Book: Managing Human Resources. Human Resources Supply and Demand. Human Resource Planning (HRP) is an organization process used to ensure that the company is properly equipped with the right amount of the right people. Failing to plan properly is can lead to financial costs and production crisis. Labor supply is the …
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