establishing strategic pay plans
equity and its impact on pay rates
job evaluation methods
how to create a market-competitive pay plan
pricing managerial and professional jobs
contemporary topics in compensation
establishing strategic pay plans
equity and its impact on pay rates
job evaluation methods
how to create a market-competitive pay plan
pricing managerial and professional jobs
contemporary topics in compensation
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
Working with Unions from an HR perspectiveMaria Solarez
Working with Unions from an HR perspective provides a general outline of important items to consider when in a work environment in which employees are represented by Unions. The intended audience is the new student who seeks an overview. The intention is to foster collaborative, less adversarial dynamics between the employer and the Union.
10 Marketing Game Changers for Professional Services FirmsVitbergLLC
Changing how you market your firm is a daunting task for CPA firms, but marketing as usual is actually becoming more and more unusual. Just when you thought you had your game plan figured out, along comes all of these new game changers like the explosion of mobile devices, the importance of content marketing, social media for lead generation, advanced marketing metrics possibilities, and a lot more. In this webinar, CPA marketing expert Alan Vitberg will discuss key game changers, their budgeting implications, and show examples of how CPA firms are responding.
11.Describe types of compensation and outline the major .docxdrennanmicah
1
1.Describe types of compensation and outline the major
influences on compensation plans
2.Describe major content and process theories of motivation and
their application to compensation plan design
Managing Hospitality Human Resources
Chapter 8: Compensation Administration
3.Outline methods of determining job worth and describe the
advantages and disadvantages of each
4.Describe the steps and identify options for establishing pay
structures
5.Describe current issues in compensation administration
Compensation Policy
• Articulates where the company wants its pay
policies to be in the marketplace and how the
company will reward and motivate employees
• Monetary compensation is commonly divided into
the following:
– Direct compensation
• payment of money to an employee in exchange for work
– Indirect compensation
• compensation given as a condition of employment rather
than in direct exchange for work.
Major Influences on Compensation Plans
• Cost of living
• Labor market influences
• Union influences
• Government influences
Cost of Living
• Refers to the real dollar value of a worker’s
purchasing power for ordinary necessities such as
food and clothing
• The cost of living in different regions is also a factor in
compensationcompensation.
• Consumer price index
– computed by comparing the retail prices of goods and
services at a fixed time with the prices at subsequent or
prior times
– is generally the best overall indicator of the real value of
wages or salaries.
Labor Market Influences
• The number of available workers varies
– Unemployment
– Type of work
– Location/regional economic conditions
• Compensation rates vary according to worker
availability
• Internal conditions of a company influence
compensation rates
Union Influences
• Unions influence compensation rates
– union contracts generally have same pay for all employees
who perform the same job
– raises based on seniority
• Non‐union companies typically reward individualNon union companies typically reward individual
employees
• Whether unionized or not, hotels in markets in which
unions are present generally have higher
compensation costs.
2
Government Influences
• Laws that mandate companies compensation for
their employees
– minimum wage
– wage rates
– overtime pay
– child‐labor restrictions
• Exempt
– An employee who is not subject to the minimum wage or
overtime provisions of the Fair Labor Standards.
• Non‐exempt
– An employee who is subject to the minimum wage or
overtime provisions of the Fair Labor Standards.
External and Internal Equity
• External equity
– pay variations among similar properties in a particular
market
• Salary Survey
– External analysis depends on direct collection of
information from competing organizations in the market
• Internal equity
– pay variations within a particular company
• Job Evaluation
– Internal analysis based on establishing meaningful
compensable factors
Job Evalu.
The two-factor theory of motivation (also known as Herzberg's motivation-hygiene theory or dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
what is the future of Pi Network currency.DOT TECH
The future of the Pi cryptocurrency is uncertain, and its success will depend on several factors. Pi is a relatively new cryptocurrency that aims to be user-friendly and accessible to a wide audience. Here are a few key considerations for its future:
Message: @Pi_vendor_247 on telegram if u want to sell PI COINS.
1. Mainnet Launch: As of my last knowledge update in January 2022, Pi was still in the testnet phase. Its success will depend on a successful transition to a mainnet, where actual transactions can take place.
2. User Adoption: Pi's success will be closely tied to user adoption. The more users who join the network and actively participate, the stronger the ecosystem can become.
3. Utility and Use Cases: For a cryptocurrency to thrive, it must offer utility and practical use cases. The Pi team has talked about various applications, including peer-to-peer transactions, smart contracts, and more. The development and implementation of these features will be essential.
4. Regulatory Environment: The regulatory environment for cryptocurrencies is evolving globally. How Pi navigates and complies with regulations in various jurisdictions will significantly impact its future.
5. Technology Development: The Pi network must continue to develop and improve its technology, security, and scalability to compete with established cryptocurrencies.
6. Community Engagement: The Pi community plays a critical role in its future. Engaged users can help build trust and grow the network.
7. Monetization and Sustainability: The Pi team's monetization strategy, such as fees, partnerships, or other revenue sources, will affect its long-term sustainability.
It's essential to approach Pi or any new cryptocurrency with caution and conduct due diligence. Cryptocurrency investments involve risks, and potential rewards can be uncertain. The success and future of Pi will depend on the collective efforts of its team, community, and the broader cryptocurrency market dynamics. It's advisable to stay updated on Pi's development and follow any updates from the official Pi Network website or announcements from the team.
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
Yes of course, you can easily start mining pi network coin today and sell to legit pi vendors in the United States.
Here the telegram contact of my personal vendor.
@Pi_vendor_247
#pi network #pi coins #legit #passive income
#US
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
#pi #sell #nigeria #pinetwork #picoins #sellpi #Nigerian #tradepi #pinetworkcoins #sellmypi
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
US Economic Outlook - Being Decided - M Capital Group August 2021.pdfpchutichetpong
The U.S. economy is continuing its impressive recovery from the COVID-19 pandemic and not slowing down despite re-occurring bumps. The U.S. savings rate reached its highest ever recorded level at 34% in April 2020 and Americans seem ready to spend. The sectors that had been hurt the most by the pandemic specifically reduced consumer spending, like retail, leisure, hospitality, and travel, are now experiencing massive growth in revenue and job openings.
Could this growth lead to a “Roaring Twenties”? As quickly as the U.S. economy contracted, experiencing a 9.1% drop in economic output relative to the business cycle in Q2 2020, the largest in recorded history, it has rebounded beyond expectations. This surprising growth seems to be fueled by the U.S. government’s aggressive fiscal and monetary policies, and an increase in consumer spending as mobility restrictions are lifted. Unemployment rates between June 2020 and June 2021 decreased by 5.2%, while the demand for labor is increasing, coupled with increasing wages to incentivize Americans to rejoin the labor force. Schools and businesses are expected to fully reopen soon. In parallel, vaccination rates across the country and the world continue to rise, with full vaccination rates of 50% and 14.8% respectively.
However, it is not completely smooth sailing from here. According to M Capital Group, the main risks that threaten the continued growth of the U.S. economy are inflation, unsettled trade relations, and another wave of Covid-19 mutations that could shut down the world again. Have we learned from the past year of COVID-19 and adapted our economy accordingly?
“In order for the U.S. economy to continue growing, whether there is another wave or not, the U.S. needs to focus on diversifying supply chains, supporting business investment, and maintaining consumer spending,” says Grace Feeley, a research analyst at M Capital Group.
While the economic indicators are positive, the risks are coming closer to manifesting and threatening such growth. The new variants spreading throughout the world, Delta, Lambda, and Gamma, are vaccine-resistant and muddy the predictions made about the economy and health of the country. These variants bring back the feeling of uncertainty that has wreaked havoc not only on the stock market but the mindset of people around the world. MCG provides unique insight on how to mitigate these risks to possibly ensure a bright economic future.
BYD SWOT Analysis and In-Depth Insights 2024.pptxmikemetalprod
Indepth analysis of the BYD 2024
BYD (Build Your Dreams) is a Chinese automaker and battery manufacturer that has snowballed over the past two decades to become a significant player in electric vehicles and global clean energy technology.
This SWOT analysis examines BYD's strengths, weaknesses, opportunities, and threats as it competes in the fast-changing automotive and energy storage industries.
Founded in 1995 and headquartered in Shenzhen, BYD started as a battery company before expanding into automobiles in the early 2000s.
Initially manufacturing gasoline-powered vehicles, BYD focused on plug-in hybrid and fully electric vehicles, leveraging its expertise in battery technology.
Today, BYD is the world’s largest electric vehicle manufacturer, delivering over 1.2 million electric cars globally. The company also produces electric buses, trucks, forklifts, and rail transit.
On the energy side, BYD is a major supplier of rechargeable batteries for cell phones, laptops, electric vehicles, and energy storage systems.
Lecture slide titled Fraud Risk Mitigation, Webinar Lecture Delivered at the Society for West African Internal Audit Practitioners (SWAIAP) on Wednesday, November 8, 2023.
If you are looking for a pi coin investor. Then look no further because I have the right one he is a pi vendor (he buy and resell to whales in China). I met him on a crypto conference and ever since I and my friends have sold more than 10k pi coins to him And he bought all and still want more. I will drop his telegram handle below just send him a message.
@Pi_vendor_247
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
how to swap pi coins to foreign currency withdrawable.
Human Resource Management, Motivation, and Labor Management Relations
1. > > > > > > > >
Human Resource
Management, Motivation, and
Labor-Management Relations
2. Explain the importance of human
resource management.
Describe how recruitment and
selection contribute to placing the
right person in a job.
Explain how training programs
and performance appraisals help
employees grow and develop.
Outline the methods employers
use to compensate employees.
Discuss employee separation and
the impact of downsizing and
outsourcing.
Explain how Maslow’s hierarchy-
of-needs theory, goal setting, job
design, and managers’ attitudes
relate to employee motivation.
Summarize the role of
labor unions and the tactics of
labor-management conflicts.
1
2
3
4
5
6
7
Learning Goals
3. 1) Providing qualified, well-trained
employees for the organization.
2) Maximizing employee effectiveness in
the organization.
3) Satisfying individual employee needs
through monetary compensation,
benefits, opportunities to advance, and
job satisfaction.
Vital to All
Organizations
Human resource management - function of
attracting, developing, and retaining enough
qualified employees to perform the activities
necessary to accomplish organizational
objectives. Three main objectives:
5. • 25% of human resource professionals report a
shortage of job candidates with degrees in science,
engineering, technology and mathematics.
• 78 million Baby Boomers will retire with only 46
million Generation X workers to replace them.
• HR must be creative in searching for qualified
employees.
• Businesses look both internally and externally.
Recruitment &
Selection
6. • Must follow legal requirements.
• Civil Rights Act of 1964
• Equal Employment Opportunity
Commission programs
• Civil Rights Act of 1991
• Failure to follow these exposes
company to risk of litigation.
• Hiring is a costly process for employers.
• Some employers require employment
tests.
Selecting and Hiring
Employees
7. Orientation and
Training
• Newly hired employee often completes an
orientation program
– Inform employees about company policies
– Employee manuals
– Describe benefits/programs
– Training
• Training Programs
– On-the-job Training
– Classroom and Computer-based Training
– Management Development
8. • Performance appraisal - evaluation of an
employee’s job performance
• Some firms conduct peer reviews while other firms
allow employees to review their supervisors and
managers.
• May conduct a 360-degree performance review, a
process that gathers feedback from a review panel
that includes co-workers, supervisors, team
members, subordinates, and sometimes customers.
Performance Appraisals
9. • Wages - compensation based on an hourly pay rate or the
amount of output produced.
• Salary - compensation calculated on a periodic basis, such
as weekly or monthly.
• Most firms base compensation decisions on five factors:
1) Salaries and wages paid by other companies that compete
for the same people
2) Government legislation, including the federal, state, or local
minimum wage
3) The cost of living
4) The firm’s ability to pay
5) Worker productivity
Compensation
11. • Employee Benefits - Rewards such as retirement plans,
health insurance, vacation, and tuition reimbursement
provided for employees either entirely or in part at the
company’s expense
• 30% of total employee compensation.
• Some benefits required by law:
– Social Security and Medicare contributions
– State unemployment insurance and workers’ compensation
programs
• Costs of health care are increasingly being shifted to
workers.
• Retirement plans have become a big area of concern for
businesses.
Employee Benefits
12. • Employees are provided a range of options from
which they can choose.
– Medical, dental, vision, life and disability insurance
• Many companies also offer flexible time off policies
instead of establishing a set number of holidays,
vacations days and sick days.
• 56% of companies surveyed use paid time off (PTO)
programs.
– More than ½ claim they have reduced unscheduled
absences
Flexible Benefits
13. • Allow employees to adjust their working hours and places of work to
accommodate their personal needs.
• Flextime allows employees to set their own work hours within
constraints specified by the firm.
• A compressed workweek allows employees to work the regular
number of weekly hours in fewer than the typical five days.
• A job sharing program allows two or more employees to divide the
tasks of one job.
• A home-based work program allows employees, or
telecommuters, to perform their jobs from home instead of at the
workplace.
– Nearly 75% of the U.S. workforce will soon have the ability to
telecommute from home—or almost anywhere else.
Flexible Work
14. • Voluntary turnover: employees leave firms to start their own
businesses, take jobs with other firms, move to another city, or retire.
– Some firms ask employees who leave voluntarily to participate in exit
interviews to find out why they decided to leave.
– Successful companies are clearly focused on retaining their best workers.
• Involuntary turnover: employers terminate employees because of poor
job performance, negative attitudes toward work and co-workers, or
misconduct such as dishonesty or sexual harassment.
– Necessary because poor performers lower productivity and
employee morale.
– Employers must carefully document reasons when terminating
employees.
Employee
Separation
15. • Downsizing - process of
reducing the number of
employees within a firm by
eliminating jobs
• Downsizing doesn’t guarantee
improvements or cost savings.
• Devastating impact on employee
morale
• Encourages employees to put
individual career success ahead
of company loyalty
Downsizing/Outsourcing
• Outsourcing - contracting with
another business to perform
tasks or functions previously
handled by internal staff
members
• Focus on business
competitiveness and flexibility
• Get best price among
competing bidders while
avoiding long-term costs of in-
house operations
16. • Motivation starts with good employee morale, the mental
attitude of employees toward their employer and jobs.
• High morale = sign of a well-managed organization
• Poor morale shows up through absenteeism,
employee turnover, strikes, falling productivity, and
rising employee grievances
Motivating Employees
17. • Maslow’s hierarchy of needs: people have five levels of needs
that they seek to satisfy.
• A satisfied need is not a motivator; only needs that remain
unsatisfied can influence behavior.
• People’s needs are arranged in a hierarchy of importance; once
they satisfy one need, at least partially, another emerges and
demands satisfaction.
– Physiological needs
– Safety needs
– Social (belongingness) needs
– Esteem needs
– Self-actualization needs
Maslow’s Hierarchy of
Needs Theory
18. Herzberg’s Two-Factor
Theory
Hygiene Factors
• Job Environment
• Salary
• Job Security
• Personal Life
• Working Conditions
• Status
• Interpersonal Relations
• Supervision
• Company Policies
Motivator Factors
• Achievement
• Recognition
• Advancement
• The job itself
• Growth Opportunities
• Responsibility
19. Expectancy Theory and
Equity Theory
Expectancy Theory – the
process people use to
evaluate the likelihood their
effort will yield the desired
outcome and how much
they want the outcome.
Equity Theory – individual’s
perception of fair and
equitable treatment.
20. • Goal: target, objective, or
result that someone tries to
accomplish.
• Goal-setting theory - people
will be motivated to the extent
to which they accept specific,
challenging goals and receive
feedback that indicates their
progress toward goal
achievement.
Goal-Setting Theory
21. • Systematic and organized approach that allows
managers to focus on attainable goals and achieve the
best results.
• MBO helps motivate individuals by aligning their
objectives with the goals of the organization.
• MBO Principals:
– A series of related organizations, goals, and objectives
– Specific objectives for each individual
– Participative decision making
– Set time period to accomplish goals
– Performance evaluation and feedback
Management by
Objective
22. Job enlargement: job design that expands an employee’s
responsibilities by increasing the number and variety
of tasks assigned to the worker.
Job Design & Motivation
Job enrichment: change in job duties to increase
employees’ authority in planning their work, deciding how
it should be done, and learning new skills.
23. • Two assumptions manager make about employees,
according to psychologist Douglas McGregor:
• Theory X: employees dislike work and try to avoid it
whenever possible; managers must coerce or control them
or threaten punishment to achieve the organization’s goals.
• Theory Y: typical person likes work and learns to accept
and seek responsibilities; managers assume creative people
solve work-related problems.
• A third theory from management professor William Ouchi:
• Theory Z: worker involvement is key to increased productivity
for the company and improved quality of work life for
employees.
Managers’ Attitudes
and Motivation
24. • Labor union: group of workers who have banded
together to achieve common goals in the areas of
wages, hours, and working conditions.
• Found at local, national, and international levels.
• The organized efforts of Philadelphia printers in 1786
resulted in the first U.S. minimum wage - $1 a day.
• 12% of the nation’s full-time workforce belong to
labor unions.
Labor-Management
Relations
25. • National Labor Relations Act of 1935 (Wagner Act) - legalized
collective bargaining and required employers to negotiate with
elected representatives of their employees.
• Fair Labor Standards Act of 1938 - set the initial federal minimum
wage and maximum basic workweek for workers employed in
industries engaged in interstate commerce; outlawed child labor.
• Taft-Hartley Act of 1947 (Labor-Management Relations Act) -
limited unions’ power by prohibiting a variety of unfair practices,
including coercing employees to join unions and coercing employers
to discriminate against employees who are not union members.
• Landrum-Griffin Act of 1959 (Labor-Management Reporting and
Disclosure Act) - amended the Taft-Hartley Act to promote honesty
and democracy in running unions’ internal affairs.
Labor Legislation
26. • Collective bargaining: process of negotiation between
management and union representatives for the purpose of
arriving at mutually acceptable wages and working conditions
for employees.
Issues involved can include:
Wages
Work hours
Benefits
Union activities and responsibilities
Grievance handling and arbitration
Layoffs
Employee rights and seniority
The Collective
Bargaining Process
27. • Most labor-management
negotiations result in a signed
agreement without a work
stoppage.
• On average, 20 or fewer
negotiations involve a work
stoppage.
• Mediation is the process of settling
labor-management disputes
through recommendations of a third
party.
• Arbitration adds a third-party who
renders a legally binding decision.
Settling Labor
Management Disputes
28. Competitive Tactics of
Unions and Management
Union Tactics
• Strikes - temporary work stoppage by employees until a
dispute has been settled or a contract signed.
• Picketing - workers marching at the entrances of the
employer’s business as a public protest against some
management practice.
• Boycott - organized attempt to keep the public from
purchasing the products of a firm.
Management Tactics
• Lockout - a management strike to put pressure on union
members by closing the firm.
29. The Future of Labor
Unions
Membership and influence are declining
8% of private-sector workers are union members, but
that is down from 17% in 1983
The large unions have been unable to organize any of
the Japanese-owned automobile labels.
Unions need to appeal to a wider range of workers
Unions need to work in partnership with management