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Human Resource Management
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| bet | 5/7 | | Sana | 11.04.2023 | | Hajmi | 233.5 Kb. | | #50245 |
Bog'liq chapter 12 pp 1. Pedagogik texnologiya nima , 14 - yanvar Vatan himoyachilari kuni (2022), Inomjon mustaqil ish, portal.guldu.uz-Ona tili o’qitish mеtodiкasi - Pay level: how the firm’s pay incentives compare to other firms in the industry.
- Managers can decide to offer low or high relative wages.
- Pay Structure: clusters jobs into categories based on importance, skills, and other issues.
- Benefits: Some are required (social security, workers comp).
- Others (health insurance, day care, and others) are provided at the employers option.
- Cafeteria-style plan: employee can choose the best mix of benefits for them. Can be hard to manage.
Pay - Base Wage
- Job Based Pay-paid for the job that is done
- Competency Based Pay-pay is linked to job-relevant skills, knowledge, and experience
- Incentive Pay-linked to job performance
Individual Incentives - Piece-Rate - Pay for each unit of output
- Commissions - Pay from percentage of sales or profits
- Bonuses - Lump sum payments
- Merit Pay - Permanent increases in base pay linked to individual’s previous performance
- Seniority - Increases over time
- Gain Sharing - teams of employees share in gains from improvements in productivity or cost saving measures
- Profit Sharing - A percentage of profits earned by a department or company
- Stock Ownership
Labor Legislation Timeline - Pro-Union Legislation (1920’s and 1930’s)
- Union Restriction Legislation (1940’s and 1950’s)
- Equal Employment Legislation (1960’s to present)
Pro-Union/Labor Legislation - Railway Labor Act 1926
- The fundamental right of workers to engage in labor organizing activity without fear of employer retaliation and discrimination
- Federal Insurance Contribution Act 1935
- social security contribution by employers
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