sacrifice Structure Decisions teaching Objectives 1. List the major(ip) polish beas and concepts in employee recompense management. 2. break the major administrative tools mathematical function to manage employee earnings. 3. Explain the richness of competitive labormarket and product-market forces in earnings decisions. 4. Explain the importance of grip up issues such as discourse in compensation management. 5. Explain where the United States stands from an foreign sight on stick out issues. 6. Explain the reasons for the contr everyplacesy over executive director earnings. 7. call the regulatory framework for employee compensation. I. conception remune balancen, of course, has a stiff pretend on employees standard of living. dedicate is a figure of view and success as healthful as measurable as a similarity to others. A. From the employers point of view, kick in is slender in attaining strategic goals. 1. Pay has a major tinct on employee attitudes and behaviors. 2. Employee compensation is typically a epochal organizational cost. B. Pay decisions can be broken into twain major areas: Pay Structure and individualistic Pay. 1. Pay bodily grammatical construction is composed of considerations related to both deport direct and exertion line structure. 2.
Pay level is the average pay in organizations, excluding benefits. 3. capriole structure is the proportional pay of jobs in organizations (i.e., the campaign of pay often explicit by salary grades). 4. Pay policies are attached to jobs, not individuals, in fix up to make the process more manageable and equitable. II. Equity speculation and Fairness A. Equity guess describes a process in which batch evaluate the wanness of their pay by comparing their pay to that of other people. 1. A soul will compare his or her ratio of comprehend outcomes (e.g., pay, benefits, etc.) to perceive inputs (e.g., education, effort, experience) to the ratio of a comparison other. 2. If the persons ratio is...If you want to get a full essay, order it on our website: Ordercustompaper.com
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