Staffing_ Reward_ and Development Systems

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					  Staffing, Reward,
         and
Development Systems


         Presented
            By
        Patty Keefer
      John Richardson
        Jeremy Sosa
  Agenda

Class Participation Survey
Chapter Review
    Articles
    Examples
HRM Systems Design Evaluation
Class Participation Results
Key Thoughts
Class Participation Survey




 To be administered
     at this time
      Domain Statement Menu

Focus of Entire Chapter (Table 3-1 pg. 53)
Classification of HRM Practices
Contains Four Dimensions
  Each dimension provides choices on
  how to best use human talent to maximize
  the return to the company’s stakeholders
   Reward System Attributes

Pay Level
Pay at Risk
Performance-Contingent Pay
Internal vs. External Job Pricing
Skill-Based Pay
Seniority-Based Pay
Benefit System Flexibility
Benefit Level
   Reward System Attributes

Pay Level
    Lead, meet, lag
Pay at Risk
   Supplementary income
   Increases motivation
   Creates Uncertainty
    Reward System Attributes

Performance-Contingent Pay
    “Commission” or “Merit Pay”
    Enhances perception and motivation
    Salary fluctuations
Internal vs. External Job Pricing
    External competitiveness
    Internal equity focus- job worth
   Reward System Attributes

Skill-Based Pay
    Based on skill/knowledge
    Encourage training
    Increases flexibility
Seniority-Based Pay
    Based on LOS
    Promotes company loyalty
    Job requires company-specific
    knowledge
   Reward System Attributes

Benefit System Flexibility
    Employees select benefits
    Controls costs
    Protects diverse interests
Benefit Level
    Lead, meet, lag
    Based on job classification
 Staffing System Attributes


Career System Orientation
Potential vs. Achievement
Orientation
Organizational Fit
Exit Orientation
      Attributes of the Training
      and Development System


   Skill-Orientation
   Training-Method Orientation
   Career Pathing
   Succession Planning
   Skill Inventories
        Attributes of the Training
        and Development System


   Skill Orientation
       Functional and Technical
       Generalist
   Training-Method Orientation
       “On-site” or “Off-site”
        Attributes of the Training
        and Development System


   Career Pathing
       Defined and formal
       Vise versa
   Succession Planning
   Skill Inventories
        Attributes of the Performance
        Measurement System


   Measurement Type
       Results-oriented
       Process-oriented
   Measurement Source
       Unidirectional
       Multidirectional
        HRM System Design

                                         Labor
                                        Markets
 Business
 Strategy
                Org.                               HRM
                          Behavioral/             Systems
             Design/Wrk
                           Role req.
              Process
Technology                               Legal
                                        Environ
                                         -ment
 Class Participation Survey




What are the results???
Key Thoughts


 ...Think Total Compensation
 “One size does not fit all”

				
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posted:9/6/2011
language:English
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