Placement
•Download as PPTX, PDF•
1 like•214 views
Placement involves assigning employees to suitable job positions that match their qualifications. It is the process of determining the specific job and responsibilities for a candidate based on what skills they can offer and what demands the job requires. Effective placement reduces turnover and absenteeism while improving employee morale, as it leads to satisfied workers who are a good fit for their roles.
Report
Share
Report
Share
Recommended
4.4 wage and wage incentive plans
The document discusses wages and wage incentive plans. It defines different types of wages such as nominal wages, real wages, living wages, and minimum wages. It also discusses factors that influence wage systems and characteristics of a good wage system. The two main methods of wage payment are time-based and output-based. Several incentive plans are described, including Taylor's differential piece rate system, Merrick's differential piece rate system, and the Halsey premium plan. The document provides an overview of considerations for establishing fair and effective compensation systems for employees.
Incentive wages
The document discusses incentive wage plans, including what they are, their objectives and features. It provides examples of incentives given by Summit Bank, such as medical incentives, commission, gifts and entertainment allowance. It analyzes the strengths, weaknesses, opportunities and threats to Summit Bank's incentive plan. Incentive plans reward workers for productivity above an established standard by offering bonuses for exceeding production rates. Summit Bank provides incentives like medical coverage, commission, gifts and refreshment packages to motivate employees. However, the plan could be improved by offering incentives for high-level employees and implementing a pension scheme.
wage and salary administration
what is wage and salary administration
objectives of wage and salary administration-
Function of Wage& Salary administration
Process of Wage& Salary administration
difference between salary and wages-
Wages & salary administration
This document discusses wages and salary administration. It covers developing a pay system through job evaluation and market surveys, establishing pay structures, and administering individual pay adjustments while monitoring the system. It also discusses factors affecting compensation levels and the purpose of wages. Principles of compensation administration and different types of compensation like direct, indirect, and total compensation are defined.
Placement and induction
This document discusses employee placement and induction. [1] Placement involves assigning selected candidates to suitable jobs to conclude the recruitment process. It requires matching employee qualifications to job requirements. [2] Induction programs introduce new employees to organizational policies, workplace culture and expectations to help them adjust and feel comfortable in their roles. The objectives are to build confidence, provide necessary information, and foster relationships. [3] The induction process involves welcoming employees, orienting them with supervisors and imparting detailed company information.
Human resources accounting and audit
Human resource accounting involves measuring the costs and value of employees to an organization. It aims to provide cost and valuation information to aid management decision making regarding acquiring, developing, and maintaining human resources. The objectives of human resource accounting include monitoring human resource use, analyzing whether human assets are conserved or depleted, and facilitating valuation and disclosure of human resources in financial statements.
Job Analysis & Job Design
Job analysis is the systematic process of collecting information about jobs within an organization. It involves determining the tasks, duties, responsibilities, and skills required for each job. There are several methods for conducting job analysis, including interviews, questionnaires, observation, diaries/logs, and technical conferences. The key outcomes of job analysis are job descriptions, job specifications, and job evaluations. Job analysis provides important information for human resource functions like recruitment, selection, performance management, training, development, and compensation.
method of job evaluation
This document discusses various methods for evaluating jobs, including analytical and non-analytical approaches. It describes the ranking method and job grading method as non-analytical, where jobs are ranked or graded without precise quantification. For analytical methods, it outlines the point method, which assigns numerical points to factors like skills and responsibilities, and the factor comparison method, which compares jobs based on factors like mental effort, skills, and working conditions. It provides examples and discusses the advantages and disadvantages of each approach.
Recommended
4.4 wage and wage incentive plans
The document discusses wages and wage incentive plans. It defines different types of wages such as nominal wages, real wages, living wages, and minimum wages. It also discusses factors that influence wage systems and characteristics of a good wage system. The two main methods of wage payment are time-based and output-based. Several incentive plans are described, including Taylor's differential piece rate system, Merrick's differential piece rate system, and the Halsey premium plan. The document provides an overview of considerations for establishing fair and effective compensation systems for employees.
Incentive wages
The document discusses incentive wage plans, including what they are, their objectives and features. It provides examples of incentives given by Summit Bank, such as medical incentives, commission, gifts and entertainment allowance. It analyzes the strengths, weaknesses, opportunities and threats to Summit Bank's incentive plan. Incentive plans reward workers for productivity above an established standard by offering bonuses for exceeding production rates. Summit Bank provides incentives like medical coverage, commission, gifts and refreshment packages to motivate employees. However, the plan could be improved by offering incentives for high-level employees and implementing a pension scheme.
wage and salary administration
what is wage and salary administration
objectives of wage and salary administration-
Function of Wage& Salary administration
Process of Wage& Salary administration
difference between salary and wages-
Wages & salary administration
This document discusses wages and salary administration. It covers developing a pay system through job evaluation and market surveys, establishing pay structures, and administering individual pay adjustments while monitoring the system. It also discusses factors affecting compensation levels and the purpose of wages. Principles of compensation administration and different types of compensation like direct, indirect, and total compensation are defined.
Placement and induction
This document discusses employee placement and induction. [1] Placement involves assigning selected candidates to suitable jobs to conclude the recruitment process. It requires matching employee qualifications to job requirements. [2] Induction programs introduce new employees to organizational policies, workplace culture and expectations to help them adjust and feel comfortable in their roles. The objectives are to build confidence, provide necessary information, and foster relationships. [3] The induction process involves welcoming employees, orienting them with supervisors and imparting detailed company information.
Human resources accounting and audit
Human resource accounting involves measuring the costs and value of employees to an organization. It aims to provide cost and valuation information to aid management decision making regarding acquiring, developing, and maintaining human resources. The objectives of human resource accounting include monitoring human resource use, analyzing whether human assets are conserved or depleted, and facilitating valuation and disclosure of human resources in financial statements.
Job Analysis & Job Design
Job analysis is the systematic process of collecting information about jobs within an organization. It involves determining the tasks, duties, responsibilities, and skills required for each job. There are several methods for conducting job analysis, including interviews, questionnaires, observation, diaries/logs, and technical conferences. The key outcomes of job analysis are job descriptions, job specifications, and job evaluations. Job analysis provides important information for human resource functions like recruitment, selection, performance management, training, development, and compensation.
method of job evaluation
This document discusses various methods for evaluating jobs, including analytical and non-analytical approaches. It describes the ranking method and job grading method as non-analytical, where jobs are ranked or graded without precise quantification. For analytical methods, it outlines the point method, which assigns numerical points to factors like skills and responsibilities, and the factor comparison method, which compares jobs based on factors like mental effort, skills, and working conditions. It provides examples and discusses the advantages and disadvantages of each approach.
Placement
The document discusses employee placement in an organization. It defines placement as assigning employees to suitable job roles based on their qualifications and the job requirements. Effective placement involves initially assigning new employees to roles aligned with their skills and experience, as well as later promoting, transferring or demoting current employees as needed. Placement ensures employees are satisfied in roles that utilize their abilities, which helps reduce turnover. The document outlines factors that can challenge placement like changing employee and job expectations, and recommends principles like job rotation, training, and empowerment to facilitate more effective placement over time.
Methods of wage payment
This document discusses different wage payment systems and their features, advantages, and disadvantages. It describes several time rate systems where wages are calculated based on hours worked and a set hourly rate. These include straight time rate and graduated time rate. It also outlines various piece rate systems where wages are calculated based on units of production and a set rate per unit, such as straight piece rate, piece rate with graduated time rate, and differential piece rate systems. The document analyzes the pros and cons of both time rate and piece rate methods for determining wages.
Pay structure: Grades & Ranges
The document discusses building and maintaining a pay structure with grades and ranges. It provides guidance on key steps:
1) Identify multiple pay schedules to group labor markets and streamline the structure.
2) Determine pay grades by deciding the number of grades and job levels within each grade.
3) Develop pay ranges by setting the minimum, midpoint, and maximum for each grade using common differentials and spreads.
4) Assign positions to grades based on market pay and internal alignment. Maintain the structure by annually benchmarking grades and hot jobs against the market.
Wage & Salary Administration class 2
This document discusses compensation management and wage theories. It covers the different elements that make up total compensation, including base pay, incentives, and benefits. It also discusses objectives of wage policies, wage legislation like the Payment of Wages Act and Minimum Wages Act, compensation issues, wage determination methods, and various theories of wages like subsistence theory, wage fund theory, and marginal productivity theory. Maslow's hierarchy of needs and Herzberg's two-factor theory are also summarized.
Productivity bargaining
This document discusses productivity and different types of bargaining. It defines productivity as output divided by input. Productivity bargaining aims to raise productivity by reducing non-productive time and enabling more capital-intensive and efficient production. This can improve quality, quantity, output and consistency while also increasing profits and satisfying both employers and employees. Guidelines for productivity bargaining include showing workers contributing to efficiency gains, basing efficiency measurements on performance indices, implementing controls to ensure higher pay only follows real efficiency increases, and avoiding conditions that could have negative wider impacts.
Recruitment and hiring process with process flow diagram
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
Wage and salary Administration
This explains about wage and salary administration, methods of wage and salary payment and legal frame work of wage and salary administration
Recruitment in hrm
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
Top 5 steps of human resource planning process
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
Hrm job evaluation
Job evaluation is a systematic process to determine the relative worth of jobs in an organization. It involves analyzing jobs, not individuals, and establishing a rational pay structure. The key steps are gaining acceptance, creating an evaluation committee, analyzing jobs, selecting an evaluation method, classifying jobs, installing the program, and periodic reviews. Common methods include ranking, classification, factor comparison, and point methods. While complex, the point method considers multiple compensable factors to determine appropriate pay levels.
Wage policy
This document discusses wage policy and compensation differentials within and between industries. It begins by defining key concepts like minimum wage, living wage, and fair wage. It then discusses factors that influence wages both externally like labor markets and cost of living, and internally like job evaluation and employee performance. Different wage payment systems like piece rate and time rate are also covered. The document also discusses principles of wage administration, relevant wage laws in India, and recommendations of wage policy committees. It defines compensation and differentiates between direct and indirect compensation. Finally, it discusses reasons for compensation differentials both between industries and within the same industry based on factors like experience, skills, training, work conditions and department.
Induction Process in Human Resource Management
Induction is the process of introducing a new employee to an organization. It aims to reduce anxiety and help the employee adjust to their new role and workplace. An effective induction program provides information about the company, job responsibilities, policies and culture. It introduces the employee to colleagues and acclimates them to how work will be performed. A formal induction process conducted by HR may include presentations, manuals and facility tours over several days or weeks. The goal is to help new hires feel welcome and prepared to contribute value to the organization.
Employee benefits and services
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
Wage surveys, interpreting survey results
This document discusses how to conduct and interpret wage surveys. It explains that wage surveys are used to adjust pay levels based on competitors, set pay mixes, establish pay structures, and analyze pay problems. When designing a survey, relevant market competitors are selected based on occupations, skills, geographic area, or products/services. Surveys collect data on organizations, compensation systems, and pay for specific jobs. Results are interpreted by verifying data, checking for anomalies, and conducting statistical analysis. A market pay line is constructed to combine the internal pay structure with external market rates.
Wage policy
Wages Policy Meaning, Objective of Wage Policy, Wages Determination,Theories of Wages, Factor Affecting Wages Determination, Component of Wages Rate.
Compensation management
This document discusses compensation and wage theories. It provides an overview of different types of compensation including direct and indirect compensation. It also covers various wage concepts like minimum wage, living wage, and fair wage. Several theories that seek to explain how wages are determined are outlined, including the subsistence theory, wage fund theory, surplus value theory, residual claimant theory, marginal productivity theory, bargaining theory, and behavioural theory. The goals of compensation administration are noted as designing a cost-effective pay structure to attract, motivate and retain competent employees.
Factor comparison method
The Factor Comparison Method is a systematic job evaluation method that ranks jobs based on key factors rather than overall ranking. It involves selecting key jobs representing different salary levels, identifying factors to evaluate all jobs, independently ranking each job under each factor, and assigning monetary values to factors. The wage rate for other jobs is determined by comparing them to key jobs based on their factor rankings. While more analytical, it can be difficult to implement and questionably uses uniform criteria across diverse jobs.
WAGE BOARD
The document discusses wage boards and pay commissions in India. It explains that wage boards were first established in 1957 for the textile industry and are tripartite bodies that determine wages in different industries. Pay commissions, on the other hand, determine pay structures for government employees. It provides details on the composition and factors considered by wage boards and gives an overview of the major recommendations of the 1st through 6th pay commissions in India since 1947.
Job Evaluation PPT
This document discusses job evaluation, which is a systematic process to determine the relative worth of jobs within an organization. It mentions the merits and demerits of job evaluation as well as the common methods used, which include ranking, grading, point rating, and factor comparison. The summary evaluates jobs based on factors like skills, effort, training, responsibilities, and assigns weights or points to determine each job's value in order to establish a rational pay structure.
Wages: Concepts and Theories
Wages: Concepts and TheoriesWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand concept theories and types of wages, compensations and earnings.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Placement
The document discusses placement, which is defined as the process of assigning a specific job to selected candidates by matching job requirements with candidate qualifications. It covers topics like the definition and concept of placement, its significance and benefits, and problems that can occur in the placement process. The document also outlines the key steps involved in placement, including constructing candidate profiles, comparing profiles to job families, and assigning individuals to specific roles.
Placement
Placement involves assigning employees to jobs based on their qualifications and the job requirements. It aims to reduce turnover and improve employee morale. The key aspects of placement include collecting employee profiles, comparing them to job profiles, counselling and assessment, and final job assignment. Differential placement assesses an employee's suitability for multiple jobs to make the most effective use of human resources. Proper placement benefits both employees and organizations.
More Related Content
What's hot
Placement
The document discusses employee placement in an organization. It defines placement as assigning employees to suitable job roles based on their qualifications and the job requirements. Effective placement involves initially assigning new employees to roles aligned with their skills and experience, as well as later promoting, transferring or demoting current employees as needed. Placement ensures employees are satisfied in roles that utilize their abilities, which helps reduce turnover. The document outlines factors that can challenge placement like changing employee and job expectations, and recommends principles like job rotation, training, and empowerment to facilitate more effective placement over time.
Methods of wage payment
This document discusses different wage payment systems and their features, advantages, and disadvantages. It describes several time rate systems where wages are calculated based on hours worked and a set hourly rate. These include straight time rate and graduated time rate. It also outlines various piece rate systems where wages are calculated based on units of production and a set rate per unit, such as straight piece rate, piece rate with graduated time rate, and differential piece rate systems. The document analyzes the pros and cons of both time rate and piece rate methods for determining wages.
Pay structure: Grades & Ranges
The document discusses building and maintaining a pay structure with grades and ranges. It provides guidance on key steps:
1) Identify multiple pay schedules to group labor markets and streamline the structure.
2) Determine pay grades by deciding the number of grades and job levels within each grade.
3) Develop pay ranges by setting the minimum, midpoint, and maximum for each grade using common differentials and spreads.
4) Assign positions to grades based on market pay and internal alignment. Maintain the structure by annually benchmarking grades and hot jobs against the market.
Wage & Salary Administration class 2
This document discusses compensation management and wage theories. It covers the different elements that make up total compensation, including base pay, incentives, and benefits. It also discusses objectives of wage policies, wage legislation like the Payment of Wages Act and Minimum Wages Act, compensation issues, wage determination methods, and various theories of wages like subsistence theory, wage fund theory, and marginal productivity theory. Maslow's hierarchy of needs and Herzberg's two-factor theory are also summarized.
Productivity bargaining
This document discusses productivity and different types of bargaining. It defines productivity as output divided by input. Productivity bargaining aims to raise productivity by reducing non-productive time and enabling more capital-intensive and efficient production. This can improve quality, quantity, output and consistency while also increasing profits and satisfying both employers and employees. Guidelines for productivity bargaining include showing workers contributing to efficiency gains, basing efficiency measurements on performance indices, implementing controls to ensure higher pay only follows real efficiency increases, and avoiding conditions that could have negative wider impacts.
Recruitment and hiring process with process flow diagram
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
Wage and salary Administration
This explains about wage and salary administration, methods of wage and salary payment and legal frame work of wage and salary administration
Recruitment in hrm
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
Top 5 steps of human resource planning process
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
Hrm job evaluation
Job evaluation is a systematic process to determine the relative worth of jobs in an organization. It involves analyzing jobs, not individuals, and establishing a rational pay structure. The key steps are gaining acceptance, creating an evaluation committee, analyzing jobs, selecting an evaluation method, classifying jobs, installing the program, and periodic reviews. Common methods include ranking, classification, factor comparison, and point methods. While complex, the point method considers multiple compensable factors to determine appropriate pay levels.
Wage policy
This document discusses wage policy and compensation differentials within and between industries. It begins by defining key concepts like minimum wage, living wage, and fair wage. It then discusses factors that influence wages both externally like labor markets and cost of living, and internally like job evaluation and employee performance. Different wage payment systems like piece rate and time rate are also covered. The document also discusses principles of wage administration, relevant wage laws in India, and recommendations of wage policy committees. It defines compensation and differentiates between direct and indirect compensation. Finally, it discusses reasons for compensation differentials both between industries and within the same industry based on factors like experience, skills, training, work conditions and department.
Induction Process in Human Resource Management
Induction is the process of introducing a new employee to an organization. It aims to reduce anxiety and help the employee adjust to their new role and workplace. An effective induction program provides information about the company, job responsibilities, policies and culture. It introduces the employee to colleagues and acclimates them to how work will be performed. A formal induction process conducted by HR may include presentations, manuals and facility tours over several days or weeks. The goal is to help new hires feel welcome and prepared to contribute value to the organization.
Employee benefits and services
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
Wage surveys, interpreting survey results
This document discusses how to conduct and interpret wage surveys. It explains that wage surveys are used to adjust pay levels based on competitors, set pay mixes, establish pay structures, and analyze pay problems. When designing a survey, relevant market competitors are selected based on occupations, skills, geographic area, or products/services. Surveys collect data on organizations, compensation systems, and pay for specific jobs. Results are interpreted by verifying data, checking for anomalies, and conducting statistical analysis. A market pay line is constructed to combine the internal pay structure with external market rates.
Wage policy
Wages Policy Meaning, Objective of Wage Policy, Wages Determination,Theories of Wages, Factor Affecting Wages Determination, Component of Wages Rate.
Compensation management
This document discusses compensation and wage theories. It provides an overview of different types of compensation including direct and indirect compensation. It also covers various wage concepts like minimum wage, living wage, and fair wage. Several theories that seek to explain how wages are determined are outlined, including the subsistence theory, wage fund theory, surplus value theory, residual claimant theory, marginal productivity theory, bargaining theory, and behavioural theory. The goals of compensation administration are noted as designing a cost-effective pay structure to attract, motivate and retain competent employees.
Factor comparison method
The Factor Comparison Method is a systematic job evaluation method that ranks jobs based on key factors rather than overall ranking. It involves selecting key jobs representing different salary levels, identifying factors to evaluate all jobs, independently ranking each job under each factor, and assigning monetary values to factors. The wage rate for other jobs is determined by comparing them to key jobs based on their factor rankings. While more analytical, it can be difficult to implement and questionably uses uniform criteria across diverse jobs.
WAGE BOARD
The document discusses wage boards and pay commissions in India. It explains that wage boards were first established in 1957 for the textile industry and are tripartite bodies that determine wages in different industries. Pay commissions, on the other hand, determine pay structures for government employees. It provides details on the composition and factors considered by wage boards and gives an overview of the major recommendations of the 1st through 6th pay commissions in India since 1947.
Job Evaluation PPT
This document discusses job evaluation, which is a systematic process to determine the relative worth of jobs within an organization. It mentions the merits and demerits of job evaluation as well as the common methods used, which include ranking, grading, point rating, and factor comparison. The summary evaluates jobs based on factors like skills, effort, training, responsibilities, and assigns weights or points to determine each job's value in order to establish a rational pay structure.
Wages: Concepts and Theories
Wages: Concepts and TheoriesWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
In this presentation, we will understand concept theories and types of wages, compensations and earnings.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
What's hot (20)
Recruitment and hiring process with process flow diagram
Recruitment and hiring process with process flow diagram
Similar to Placement
Placement
The document discusses placement, which is defined as the process of assigning a specific job to selected candidates by matching job requirements with candidate qualifications. It covers topics like the definition and concept of placement, its significance and benefits, and problems that can occur in the placement process. The document also outlines the key steps involved in placement, including constructing candidate profiles, comparing profiles to job families, and assigning individuals to specific roles.
Placement
Placement involves assigning employees to jobs based on their qualifications and the job requirements. It aims to reduce turnover and improve employee morale. The key aspects of placement include collecting employee profiles, comparing them to job profiles, counselling and assessment, and final job assignment. Differential placement assesses an employee's suitability for multiple jobs to make the most effective use of human resources. Proper placement benefits both employees and organizations.
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Running head: STAFFING FOR A TELECOMMUTING JOB
1
PAGE
6
STAFFING FOR A TELECOMMUTING JOB
Staffing for a Telecommuting Job
Brandy Lewis
Introduction
Offices were long known as the only environment one could work in, but this is slowly changing in as telecommuting is changing the way people work today. Telecommuting involves allowing employees to work away from the organization's facilities and in ones selected environment mostly homes, with minimal to no supervision from your superiors (Gajendran, Harrison & Delaney‐Klinger, 2015). Most organizations create telecommuting positions in an organization with the aim of recruiting the best of the personnel in the workforce who have no way of reaching the facilities as they are too far away. This form of work arrangement benefits both the employer and employee involved. The reason being is that there are fewer bills for the employer because they do not have to provide a space for the worker to work, and the employee gets to work from the environment where they believe their productivity is at its peak (Glass, & Noonan, 2016).
Telecommuting can be successfully implemented in an organization depending on your criteria for hiring and getting the right person who is productive in such an environment. It is therefore important to create the right criteria and requirements involved in hiring telecommuting staff (Gajendran, Harrison & Delaney‐Klinger, 2015). Before declaring the position for hire, the organization should first consider the challenges to be faced compared to the benefits it hopes to achieve. A good example would be projecting if the productivity in the organization will increase. Another factor to consider would be if the position requires a lot of team effort. If the latter is the case than the position is not advantageous to consider hiring as it would be more productive if the team was in the same place. The acceptable departments for telecommuting are where employees work individually with little supervision (Noonan & Glass, 2012). The position should also be eligible to those who are considered as the primary caregivers to their family. The worker can continually look into other issues that affect the ones who depend on them while still working from their respective environments (Sardeshmukh, Sharma & Golden, 2012). For many years, employees who faced challenges such as going on maternity leave resulted in leaving active employment and most likely to be replaced.
Finding the right person for the job is a thorough process and should not be made rashly (Gajendran, Harrison & Delaney‐Klinger, 2015). The hiring process should be well planned so as to get the best candidate to fill the position for telecommuting to be successful. The company should advertise the position and clearly state it as a telecommuting one. It should be noted that even though it offers its advantages some professions usually are at a disadvantage and the candidates should be well aware of that. ...
Placement and Utilization
Placement involves determining the specific department or section where a new employee will be assigned based on their abilities, aptitudes, and interests. Issues can arise if a supervisor lacks knowledge about an employee's talents or if inaccurate information is used for placement. Placement is an experimental step that matches job demands with what the employee can offer and do, and influences their motivation and performance. To resolve issues, companies may use probationary periods, contract work, job rotations, or reference checks from prior employers and education.
HRM Unit2.pdf for third year bachelor of commerce
Job analysis is the process of determining the nature and contents of a particular job. It identifies the tasks, conditions, and skills required for the job. This helps in selecting the right candidates, training needs assessment, objective performance appraisal, job evaluation, and maximizing job satisfaction. Common methods of job analysis include ranking, classification, point method, and factor comparison. Performance appraisal also has benefits like ensuring the right person is hired, evaluating training effectiveness, determining incentives, and motivating employees. Common performance appraisal methods are ranking, graphic scale rating, forced choice, essay, paired comparison, field review, and critical incidents.
Ch 4 contd.promotions and transfers
The document discusses policies around employee promotions within an organization. It defines a promotion as moving to a higher graded position, with an increase in pay of at least 5% or the minimum for the new grade, whichever is higher. Employees must be in a position for 6 months before being eligible for promotion and need satisfactory performance reviews. The best candidates for promotion demonstrate strong skills in their current role and ability to effectively manage others in the new role.
Hrm chptr-7
This document discusses different types of changes in employment status: promotion, demotion, transfer, and separation. It provides details on the criteria and approaches used for promotions, as well as the reasons behind demotion, transfer, and employee separation. Promotion generally involves reassignment to a higher position with increased responsibilities and pay. Demotion is a move to a lower level job with fewer skills and reduced status. Transfer involves reassignment to a similar job in a different unit or location. Employee separation can be initiated by either the employer or employee and terminating regular employees in the Philippines requires following specific governing laws.
Orientation,placement and seperation
Orientation and placement of new employees is important for productivity and retention. A proper orientation program introduces employees to organizational culture and values, reducing dissonance between expectations and reality. This helps employees learn jobs more quickly and feel accepted. Orientation is conducted by HR and supervisors, covering general topics and job specifics. Placement involves assigning employees to new roles via promotions, transfers, or demotions based on merit or seniority. HR aims to make effective placements that comply with law while preventing separations such as attrition, layoffs, or termination.
Orientation,Placement And Seperation
Orientation and placement of new employees is important for productivity and retention. A lack of orientation can lead to cognitive dissonance and increased turnover as employees quit early. Turnover is expensive due to recruitment and training costs. Effective orientation programs involve both HR and supervisors, use employee handbooks, and assign buddies to help socialize new employees. This helps reduce anxiety and increase performance. Placement decisions like promotions, transfers, and demotions are important to consider for effectiveness, legal compliance, and preventing separations. Voluntary resignations can be reduced through work environment and opportunities.
Chapter 9 Employees Motivation by Aamodt
This document discusses factors that motivate employees, including self-esteem, intrinsic motivation, need for achievement, and job characteristics. It describes theories like Maslow's hierarchy of needs and how satisfying different needs can increase motivation. Goal setting is discussed, with SMART goals outlined as specific, measurable, attainable, relevant and time-bound. The importance of feedback, self-regulation, participation in goal setting, and rewards for achieving goals are covered as ways to improve motivation.
G11-Org.-Mngt-Q2WK12-ABCDwith-AnswerKey.pdf
Employee movements refer to changes in an employee's job, department, or status within an organization. There are various types of movements, including promotion, separation, and retirement. Movements provide employees opportunities to expand their skills, network, and career paths. While movements benefit employees and organizations, they also present disadvantages like upsetting employees or their families who must relocate. Organizations establish guidelines for fair and clear policies on employee movements to maintain trust with employees.
What is recruiting in human resource management (hrm)
Recruiting is a search process that involves finding, screening, approaching, and persuading suitable candidates for a role.
example, a retail store such as Wal-Mart that relies on low cost a.docx
example, a retail store such as Wal-Mart that relies on low cost and high efficiency may look for efficiency-oriented candidates whom it can hire at a relatively low cost. A high-end retail store, such as Tiffany's that pursues a differentiation strategy based on high-quality customer service, may prefer to hire candidates who excel at customer relations and interpersonal skills, even if a higher salary is required to hire them. The choice of which candidates to hire should be based on who is likely to experience the greatest job success and who can best meet the overall hiring goals for the position, including job performance, promotability, and the cost of the total rewards package.
Apache Corporation, an independent oil company, has outperformed its peers by cultivating a culture supporting fast decision making and risk taking. Because new hires are important in maintaining this culture, Apache looks for external candidates who have shown initiative in getting projects done at other companies.11 Investment management firm Bridgewater Associates is most interested in candidates' values, followed by their abilities, and least interested in their precise skills.12 Internet company Yahoo! looks for really smart, passionate people who have conviction, courage, and a willingness to take some risk.13
If a company wants to give employees a lot of independence and discretion once they're hired, it is only by designing rigorous assessment processes that employees can later have this freedom.14 Although companies' primary hiring goal is usually job performance, some companies, including Southwest Airlines, subscribe to the philosophy that what people know is less important than who they are. These firms believe that the primary goal of assessment is to find people with the right mind-set, attitude, and personal attributes.
Real estate services company Planned Cos., a provider of janitors, maintenance workers, doormen, concierges, and security guards, believes its hire-for-attitude approach has minimized turnover and improved client retention rates. As CEO Robert Francis said, "You take inherently positive individuals and then provide the necessary training. In our work, employees need to be 'on' day in and day out."
Assessment methods tend to become more complex the more critical a job is to the firm and the more complex the required competencies are. If a job is difficult to do well, then it is even more important to recruit strategically, assess job candidates carefully, and choose new hires wisely.
Different assessment methods are useful for assessing different job candidate characteristics. In this chapter, first we discuss the different types of goals that exist for external candidate assessment and then describe a variety of commonly used assessment methods and their strengths and weaknesses. Finally, we discuss ways of evaluating external assessment methods. After reading this chapter, you should have a good understanding of the external asses ...
SELECTION PROCESS, PLACEMENT, RETENTION
HRM, SELECTION PROCESS, PLACEMENT & RETENTION PROGRAMME, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, DIFFERENT DRIVERS OF RETENTION, MYTHS AND REALITIES, STRENGTHENING SELECTION & RETENTION, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
When to reward employees with more responsibility and money
The document discusses when and how managers should reward high-performing employees with promotions and raises. It provides several principles for managers to consider, including assessing an employee's current performance using multiple sources of feedback, ensuring the new role is a good match for the employee's interests and abilities, and experimenting with temporary assignments before making a promotion permanent. It also notes that while promotions and raises are important, managers should rely on intrinsic motivators and find other ways to engage employees when raises are not possible due to budget constraints. The document includes two case studies illustrating how companies successfully promoted employees through new roles and temporary job sculpting assignments.
Hrm
Placement involves assigning specific jobs and responsibilities to selected candidates based on matching their qualifications to job requirements. The goal is to avoid misfits between candidates and jobs by determining the best job family and specific position for each individual through profiling and assessment. The placement process collects candidate details, constructs profiles, compares profiles to job families, and assigns individuals to specific jobs. Benefits of proper placement include good job performance, high employee morale, reduced turnover and absenteeism, and avoidance of mistakes.
Recruitment -hrd 2 report (1)
University of San Jose - Recoletos
COLLEGE OF COMMERCE
HRD 2 -- 03:40pm - 05:20pm
Ms. Ava-lou Perez
(c) 2013 SUMMER SEMESTER
Placement and induction in HRM
This ppt. includes in brief about "Placement and Induction" topics of HRM :-
1.Introduction and meaning about placement
2.Importance of placement and induction
3.objectives of placement and induction
4.Procedure of placement and induction
5. Socialization concept in HRM
A2 maop.bus211.01
This document discusses various ways to motivate employees in the workplace. It describes several key terms that can effectively drive and inspire employees, including direct verbal encouragement, recognition, a sense of accomplishment, job enrichment, telecommuting, flexible schedules, variable pay, and inclusion and empowerment. Direct praise, recognition for good work, opportunities for growth, and flexibility are some strategies that can fulfill employee needs and boost performance. Motivation is important for organizational success in today's diverse global business environment.
Placement and induction
Placement refers to assigning specific jobs to selected candidates, including initial assignments for new employees as well as promotions, transfers, or demotions of current employees. It involves matching the qualifications of the candidate to the requirements of the job. Induction and orientation are processes used to familiarize new employees with an organization, introducing them to people, departments, work protocols, policies, and culture to help them transition and become productive members of the team. The goal is to reduce costs and improve job satisfaction, morale, and safety.
Similar to Placement (20)
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
What is recruiting in human resource management (hrm)
What is recruiting in human resource management (hrm)
example, a retail store such as Wal-Mart that relies on low cost a.docx
example, a retail store such as Wal-Mart that relies on low cost a.docx
When to reward employees with more responsibility and money
When to reward employees with more responsibility and money
Recently uploaded
PCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Community pharmacy- Social and preventive pharmacy UNIT 5
Covered community pharmacy topic of the subject Social and preventive pharmacy for Diploma and Bachelor of pharmacy
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS Template 2023-2024 by: Irene S. Rueco
How to Manage Your Lost Opportunities in Odoo 17 CRM
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
BBR 2024 Summer Sessions Interview Training
Qualitative research interview training by Professor Katrina Pritchard and Dr Helen Williams
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
How to Make a Field Mandatory in Odoo 17
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar KanvariaBÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdExecutive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Fix the Import Error in the Odoo 17
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Build a Module in Odoo 17 Using the Scaffold Method
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Recently uploaded (20)
Community pharmacy- Social and preventive pharmacy UNIT 5
Community pharmacy- Social and preventive pharmacy UNIT 5
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
How to Manage Your Lost Opportunities in Odoo 17 CRM
How to Manage Your Lost Opportunities in Odoo 17 CRM
Digital Artefact 1 - Tiny Home Environmental Design
Digital Artefact 1 - Tiny Home Environmental Design
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
How to Build a Module in Odoo 17 Using the Scaffold Method
How to Build a Module in Odoo 17 Using the Scaffold Method
Placement
- 1. PLACEMENT Prepared by: Ms. Maricar P. Porcalla MAED- Educational Management
- 2. INTRODUCTION Once an employee has been selected, he/she should be placed on a suitable job. Putting the right man at the right job is an important as hiring the right person. A misplaced employee remains dissatisfied and frustrated.
- 3. DEFINITION Placement is the process of putting people in a certain position who have been selected from the job. Placement is the determination of the job to which an accepted candidate is to be assigned, and his/her assignment to that job. It is a matching of what the supervisor has reason to think he can do with the job demands.
- 4. It is a matching of what he imposes on strain, working conditions, and what he offers in the form of payroll, companionship with others, promotional possibilities, etc. Placement is the actual posting of an employee to a particular job. It involves assigning a specific rank and responsibility to
- 5. If the new recruit fails to adjust himself to the job and turns out poor performance, the organization may consider his name for placement elsewhere. Such second placement is called differential placement.
- 6. The placement decisions are taken by the line manager after matching the requirements of a job with the qualification of a candidate. Most organizations put new recruits on probation for a given period of time, after which their services are confirmed. During this period, the performance of the probationer is closely monitored.
- 7. ADVANTAGES Reduces employee turnover Reduces Absenteeism Accident rates low Improves morale
- 8. CONCLUSION Thus putting the right man at the right job is an important as hiring the right person. A misplaced employee remains dissatisfied and frustrated and it be a heavy loss for the organization.