Align compensation strategy to the compensation objectives to attain organizational business objectives Salary Increases are part of this plan.
Decide which job classifications should be exempt and which should be nonexempt. Every function has a deep collection of plans, tasks and results in itself. Conduct a general task analysis by major departments.
A consistent philosophy provides a strong foundation for both the organization and the employee. This was a short, but exclusive introduction of Human Resource Management, which deals the most precious human capital of any organization. This allows him or her to be able to make strategic decisions based on changes in the external environment.
Have a greater emphasis on generous benefits versus top salaries. Often people spend an inordinate amount of time developing plans, but the plans sit in a file somewhere and are never actually used. If this continues, issue a show cause letter for poor performance.
This could seem inequitable unless the difference in hours was clear. How you structure your systems and manage the internal and external equity issues, will directly inform the culture of your organization.
While personnel management mostly involved activities surrounding the hiring process and legal compliance, human resources involves much more, including strategic planning, which is the focus of this chapter.
Use compensation strategy to attract and retain competent and talented people. All of these help to ensure your compensation strategy the right strategy for your organization. Performance-based pay is intended to motivate employees to perform better.
Because health-care insurance will be mandatory, cost concerns as well as using health benefits as a recruitment strategy are big external challenges. Your people will sense that there is insincerity on the part of management. The effect of this as a motivator can vary from time to time and from situation to situation.
This is seniority-based pay that is a good motivator in employee retention. Through a systematic and scientific process, HR supplies the best, skilled and required workforce to the business and organization.
So what do you do in order not to de-motivate your people. Do some earn hourly wages and others salary. Verify ranking by comparing it to industry market data concerning the ranking, and adjust if necessary.
To develop this understanding, reading various publications is necessary. Try to reduce the subjectivity as much as possible. Determine a minimum and a maximum percent spread. Establish a trend line in accordance with company philosophy i. It is also good if other employees know why this is being done.
Organizations oftentimes do not have the money or the inclination to research software and find budget-friendly options for implementation. This can be achieved through policies and procedures, but the HR function may go a step further to make sure employees understand the risks of certain activities.
How will employees receive increases. People are sometimes nervous about new technology. If they find out, for example, that an economic downturn is looming, they will adjust their strategic plan.
Communicate the results to the affected employees. Strategic human resource management then is the process of using HR techniques, like training, recruitment, compensation, and employee relations to create. Components and Importance of HRM for Business September 6, by zkjadoon Human Resource Management, Personnel Management or Employee Relations are commonly known terms about which we hear in newspapers, media and business industry updates.
Job Descriptions A critical component of both compensation and selection systems, job descriptions define in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
Raven N. Douglass MGMT Professor Pratt Midterm: Compensation and Benefits Explain how Strategic Compensation is a major component of human resource systems%(9). Explain how Strategic Compensation is a major component of human resource systems. In your discussion include the four aspects:?
Strategic analysis and contextual factors.? Traditional basis for pay and motivational concepts.? Building internally consistent compensation systems.?
Aspects of designing a market competitive compensation system. The main purpose of compensation strategy is to give the right rewards for the right employee behaviors.
Compensation is an important motivator when you reward people for achieving desired organizational results. An effective management of compensation takes this into consideration. Rewards form an important part of compensation strategy.Explain how strategic compensation is a major component of human resource systems