Friday, October 11, 2019
Human resource management Specialisation Essay
Concept of compensation-Exploring and defining the compensation contextââ¬âSystem of compensatingââ¬âcompensation dimensions-concept of rewardââ¬âRole of compensation in Organization- Non-financial compensation systemââ¬âConcept of total reward system-New trends in compensation managementââ¬âThe 3-P compensation concept. Compensation and Employee Behaviour: Bases For Traditional Pay System and Modern Pay Systemââ¬âEstablishing Pay Plansââ¬âAligning Compensation Strategy with HR Strategy and Business Strategy-Seniority and Longevity pay- Linking Merit Pay with Competitive Strategy-Incentive Pay-Person focus to Payââ¬âTeam Based Pay. Designing Compensation System: Building internally consistent Compensation System-Creating Internal Equity through Job Analysis and Job Valuation-Building Market Competitive Compensation System-Compensation Surveysââ¬â Integrating Internal Job Structure with External Market Pay Rates-Building Pay Structures that Recognize Individual Contributions-Constructing a Pay Structure-Designing Pay for Knowledge Program. Employee Benefits Management: Components-Legally required Benefitsââ¬âBenefits Administrationââ¬âEmployee Benefits and Employee Servicesââ¬âFunding Benefits through VEBAââ¬âCosting the Benefitsââ¬âComponents of Discretionary Core Fringe Compensation-Designing and Planning Benefit Programââ¬âTotally Integrated Employee Benefit Program. Contemporary Strategic Compensation Challenges: International Compensation and Competitive Strategies-Executive Compensation Packagesââ¬â Compensating Executives-Compensating the Flexible Workforce-Contingent Employees and Flexible Work Schedulesââ¬âCompensation for Expatriates and Repatriatesââ¬âStrategic Issues and Choices in Using Contingent and Flexible Workers. Introduction: Definition, concerns and scope of PM. Performance Appraisals. Determinants of job performance. Mapping, process, sequence and cycle of PM. Performance planning and Role clarity. KPAs- Performance Targets. Trait, Behavior and Results approaches to measuring performance. The impact of HRM practices on performance. Performance Appraisal: Assessment center-psychometric tests. Role Playââ¬âSelf-appraisal-360 Degree appraisals-Rating-less 14 appraisals for the future of PMS. Critical incidents worksheet, Combining behavior and outcomes, Attribution theory-Causal matrix. Diagnosis and Performance improvement. Performance review, Performance analysis. Performance Bench marking: Human information processing and performance loop, performance shaping factorsââ¬âYerkesââ¬â Dodsonââ¬â¢s Law-Corporate performance management-EFQM Excellence modelââ¬âDiagnostic and Process bench marking. PM Audit, PM pathway analysis. The impact of Performance Management on Line managers and Employees. Competency mapping and Pay Plans: Competency Mappingââ¬âMercerââ¬â¢s Human Capital Wheelââ¬âHuman Asset worth estimator and Accession rate-CIPD Human Capital framework, Performance, Competence and Contribution related pay models. Cafeteria benefits plan, call back pay. The McBer Generic managerial competency model- Competency causal flow model-Competency gapââ¬âCompetency Assessment-Balanced Score Card framework. Performance Metrics and Models: Performance measures pyramid. Steps for designing metrics, Wang Lab, Smart pyramid, Conceptual, DHL, RCN Models of PM, Gilbertââ¬â¢s performance matrix and Behavior Engineering model. Direction of trouble shooting with Behavior modelââ¬âMager and Pipes trouble shooting model ââ¬â ATI performance improvement model, Spangenbergââ¬â¢s Integrated model of PM, Sears model for organizational performance.
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.