Strategic Human Resource Management Lecture 12RECONNECT
This is the lecture 12 of course "Strategic Human Resource Management"
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this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Strategic Human Resource Management Lecture 12RECONNECT
This is the lecture 12 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Total rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate, retains and engages the employee.
Total rewards may also refer to the function or department within HR that handles compensation and benefits, or the combined intrinsic and extrinsic rewards (or value) that an employee perceives.
Motivation and Performance appraisal Definitionnosakhalaf776
Using and applying performance management in the organization
Identify measurable results, consistent with the strategic plan and operational goals
Be able to identify key performance indicators
To identify the strengths and weaknesses of employees to place right men on right job
To maintain and assess the potential in a person for growth and development.
To provide a feedback to employees regarding their performance and related status It serves as a basis for influencing working habits of the employees.
To review and retain the promotional and other training programmers
Chapter 8 : Introduction to the Different Functional Areas of Management Christine Joy Pilapil
Chapter 8 : Introduction to the Different Functional Areas of Management : Human Resource Management, Marketing Management, operations Management, Financial Management, Material & Procurement Management, Office Management and Information & Communication Technology Management
Total rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate, retains and engages the employee.
Total rewards may also refer to the function or department within HR that handles compensation and benefits, or the combined intrinsic and extrinsic rewards (or value) that an employee perceives.
Motivation and Performance appraisal Definitionnosakhalaf776
Using and applying performance management in the organization
Identify measurable results, consistent with the strategic plan and operational goals
Be able to identify key performance indicators
To identify the strengths and weaknesses of employees to place right men on right job
To maintain and assess the potential in a person for growth and development.
To provide a feedback to employees regarding their performance and related status It serves as a basis for influencing working habits of the employees.
To review and retain the promotional and other training programmers
Chapter 8 : Introduction to the Different Functional Areas of Management Christine Joy Pilapil
Chapter 8 : Introduction to the Different Functional Areas of Management : Human Resource Management, Marketing Management, operations Management, Financial Management, Material & Procurement Management, Office Management and Information & Communication Technology Management
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
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Kyiv PMDay 2024 Summer
Website – www.pmday.org
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
3. Mohan Madgulkar-Compensation Management/2006
Compensation
• Cash and non-cash rewards employees receive in
exchange for their work
• Effective compensation management
– Employees more likely to be satisfied and motivated
• Compensation perceived to be inappropriate
– Performance, motivation and satisfaction may decline
dramatically
– Employee turnover may occur
– Dissatisfaction with absolute or relative pay
4. Mohan Madgulkar-Compensation Management/2006
Total Reward
Financial
rewards
Base
pay
Variable
pay
Share
owner-
ship
Benefits
Total
remuneration
Non-
financial
rewards
Recognition
Skills
Development
Current
opportunities
Quality of
working life
Total
Reward
5. Mohan Madgulkar-Compensation Management/2006
Reward management defined
• “Reward management is concerned with the
formulation and implementation of strategies
and policies the purposes of which are to
reward people fairly, equitably and
consistently in accordance with their value to
the organisation and to help the organisation to
achieve its strategic goals”
7. Mohan Madgulkar-Compensation Management/2006
Pay & Organizational Strategy
Areas that impact
pay systems
Attract &
retain
Identifying
valued rewards
Motivating
development
Relating to
performance
Setting
goals
Consequences
Motivating
performance
8. Mohan Madgulkar-Compensation Management/2006
The concept
• Wages and salaries constitute the greatest single cost
of doing business.
• Establishing equitable and competitive pay structure
is important from attracting point of view . the
organization can also hold out the possibility of
varying compensation, the payment of which is
dependant on specific behavior. Supplementary pay
plans ( fringe benefits ) can retain the employees in
the organization on a long term basis
9. Mohan Madgulkar-Compensation Management/2006
The concept
• Development, implementation, maintenance ,
communication and evaluation of reward
processes
• Assessment of relative job values, the design
and management of pay structures,
performance management, paying for
performance, competence or skills , the
provision of employee benefits and pensions,
management of reward procedures
10. Mohan Madgulkar-Compensation Management/2006
Aims of Compensation and reward
management
• Support the achievement of organizations strategic and short
term objectives
• Support culture management and change
• Drive and support desired behavior
• Encourage value added performance
• Promote continuous development
• Compete in employment market
• Motivate all members of the organization
• Promote teamwork
• Promote flexibility
• Provide value for money
• Achieve fairness and equity
