Human Resource Management

What is Total Compensation ?   Many organizations use total compensation as a way to communicate the value of employment to their associates. The problem with using total compensation alone is that it doesn’t communicate the  fullest  possible value of compensation, because it typically only covers: Base Pay Bonuses Equity Stock Health, wellness, life insurance Benefits (Internet services, gym memberships, cell phone and service, company car/bus/train/plane, company discounts, university/ongoing education funding, etc.…) Pension’s plans ·    While total compensation may vary from one company to the next, these are typically the core components that most organizations choose to focus on. What is the meaning of Total Rewards?   Total rewards consist of everything that total compensation covers (base pay, bonuses, and equity), as well as much more. Your total rewards program can encompass medical, dental, vision, and other health-relate...

What is Personal Management? The definition of terms such as ‘Personnel Management’ and ‘Human Resource Management’ is one area of particular confusion and irritation to general managers, and we will discuss later the differences between what typically is meant by these terms. We will use the phrase ‘people management’ as a generic term to cover both ‘Personnel Management’ (PM) and ‘Human Resource Management’ (HRM) in the absence of a specific definition of either.   But broadly, we can say that the ‘people management’ functions whether they wish to define it as ‘personnel management’ or as ‘human resource management’ may be described as all the management decisions and actions that directly affect or influence people as members of the organization rather than as job-holders. In other words, people management is not executive management of individuals and their jobs. Management of specific tasks and responsibilities is the concern of the employee’s immediate supervisor or manag...

USE OF FLEXIBLE WORKING PRACTICES FROM THE EMPLOYEE AND EMPLOYER PERSPECTIVE Flexible working practices can never be over-rated. It provides a suitable platform for the employee to offer their 100% to the company in spite of the constraints and limitations they may be facing day in day out. From the employer perspective it should be viewed in a liberal manner that allows justification for the employee, not as something threatening to the policies and conducts of the organization. From the employee perspective, a flexible work system would enable them to offer their fullest support and co-operation to the activities of the company. It is a platform that helps them offer their best to the company; regardless of the limitations they may face otherwise ( Rausch et al, 2013) . flexible work schedules are activated in order to allow individuals with busy lifestyles to manage their activities better. Parents of young children are allowed to come late and leave late, or come early and le...

compare methods used to gain employee participation and involvement in the decision-making process in organizations   It is very important to get the participation of the employees for the process of the decision making in the organizations this will affect many positive results for the organization, if the management give the chance to participate them for the decision making process the employees will self-motivated and they tend to work hard to achieve the Goals and objectives of the organization. There are many methods and ways to get the participation of the employees to the process of the decision making. Methods/Ways of Participation of Employees in Decision-Making ü   Participation at the Board Level. ü   Participation through Ownership. ü   Participation through Collective Bargaining. ü   Participation through Suggestion Schemes. ü   Participation through Complete Control. ü   Participation through Job Enrichment. ü   Participatio...

What is Union management Relationship? Union management relationship which is primarily based on the powerbase of union leaders and managers is challenged by the innovative human resource (HR) practices by the management. Though both the union leaders and the management collaborate to run the business; they compete to win the commitment of the workers. However, for the functioning of the organization both the management and union must take the initiative to maintain an amiable relationship. Workers, Managers & Union Leaders The industrial relations system has passed through the age of conflicting relations and is heading towards an era of cooperation. Trade unions are not able to protect the workers' interests and are considered a hindrance in business. They have failed to identify themselves as a strategic partner to business. Unions have been slow to embrace many HR practices that could improve union effectiveness, rejuvenate the union movement and sustain it in long ru...

What is a Job? A group of tasks, duties and responsibilities performed by an employee that are designed, specified, can be accomplished, quantified, measured and rated. From a wider perspective, a job is synonymous with a role and includes the physical and social aspects of a work environment. Job Analysis Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job. Job analysis is a detailed examination of (1) tasks  that make up a job (employee role), (2) conditions under which an employee performing his/her job, and (3) what exactly a job requires in terms of aptitudes (potential for achievement), attitudes (behavior characteristics), knowledge, skills, educational qualifications and the physical working condition of the employee. Objectives of Job Analysis  (a) to determine most effective methods for p...

What is Performance Management? “ Per­for­mance man­age­ment is the continuous process of improv­ing per­for­mance by set­ting indi­vid­ual and team goals which are aligned to the strate­gic goals of the organ­i­sa­tion, plan­ning per­for­mance to achieve the goals, review­ing and assess­ing progress, and devel­op­ing the knowl­edge, skills and abil­i­ties of peo­ple.”   The Performance Management Cycle 1.      Plan      Plan­ning should involve: Agree­ing on  SMART objec­tives S pecific, clear and understandable. M easurable, verifiable and results-oriented. A ttainable, yet sufficiently challenging. R elevant to the mission of the department or organization. T ime-bound with a schedule and specific milestones.      2. Actions to be tak­en in the com­ing months      3. A Review of the employee’s job require­ments, updat­ing the role pro­file where necessary.      Act & Tra...