...Question : | Discuss progressive discipline—what is it, why do employers use it and what are the most common four steps in a progressive discipline process? ch. 7 | | | | Student Answer: | Progressive discipline is a form of corrective action where the management team increases the severity of punishment for an employees’ negative behavior. Employers use this form of corrective action because not all negative behavior is reason for an employee’s termination. Progressive discipline gives the employee an opportunity to correct the negative behavior without any additional corrective action. However, if the negative behavior continues, the punishment becomes harsher. Progressive discipline progresses up to and including termination. The four common steps in progressive behavior are verbal warning, written warning, suspension and discharge. When an employee receives a verbal warning, the supervisor meets with the employee and tells them what was done wrong and the next step in the process if the negative behavior is repeated. If the behavior continues, the next step is the written warning. A written warning is placed in the employee’s personnel file for a specific amount of time. If the negative behavior continues, the employee is suspended from work and the time off is usually unpaid. At this stage, the employee receives a written warning notifying them that any further negative behavior will result in discharge (termination of employment). | | | | Points...
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...vehicles based on technology, such as, battery electric vehicles, plug in hybrid electric vehicles, hybrid electric vehicles and fuel cell electric vehicles. This section further depicts the transition path of electric vehicle market over the years, highlighting the reasons for shift towards electric mobility in the future. This is followed by the market overview section which provides an insight into the overall electric vehicle market in India. The market size and forecasted growth along with the market segments and their respective shares have been mentioned in the report. This section further includes a cost comparison between electric vehicles and conventional internal combustion engine vehicles across the supply chain and manufacturing process. Moving along, electric vehicle market segments section in the report elaborates the three basic market segments, electric four wheelers, two wheelers and three wheelers, wherein it lists their respective market size and forecasted growth. It also reveals the consumer preference for different technologies in each segment. The next section analyses the electric vehicle market by drawing a comparative study of the key hurdles to electric vehicle adoption, factors influencing the consumer's purchasing decision and sensitivity, preferred vehicle segment in Tier 1, Tier...
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...wrtg101 Writing Assignment 2 Comparison-Contrast Click Link Below To Buy: http://hwaid.com/shop/wrtg101-writing-assignment-2-comparison-contrast/ Writing Assignment #2: Comparison-Contrast Analysis Writing assignment #2 will be an essay in which you compare and contrast two objects, concepts, or ideas. You are encouraged to use your field of study to help in generating a topic for this essay. Some sample topics are listed below: If you are majoring in one of the Sciences programs in our SCIP unit, you might be majoring in one of the following: environmental management, biotechnology, laboratory management, social science, gerontology, psychology, or political science You might write a comparison-contrast essay on one of the following: green and non-green buildings two processes in building sustainable communities two countries’ approaches to a particular environmental issue archaeal viruses and bacterial viruses two gene lists in a particular animal community descriptive and prescriptive discriminant analysis in the social sciences two views of a particular field of study in the social sciences two methods of performance appraisal for an employee gender differences in a particular psychological phenomenon two frailty models two cultures’ methods or attitudes toward caring for the elderly If you are majoring in one of the disciplines in our Computer Information Systems and Technology (CITE) unit, you might be majoring in...
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...CHAPTER 1 HUMAN RESOURCES MANAGEMENT IN PERSPECTIVE by Dessler and Cole What is human resource management (HRM)? - it is the management of people in organizations. What is strategic HRM? - it is involving the link between HRM with the organization’s strategic goals and objectives to improve business performance. Human resources activities are now being seen as falling into two categories: a) traditional operational administrative category – HR hires and maintains employees and then manages employee separations. This role requires HR staff to be administrative experts and employee champions b) more recent strategic category where HR is focused on ensuring that organization is staffed with the most effective human capital to achieve its strategic goals. this role requires HR staff to be strategic partners and change agents Internal environmental factors influencing HRM include: - organizational culture (values, beliefs, assumptions) - management practices (bureaucratic structures/flatter organizations) External environmental factors influencing HRM include: - Political - Economical - Social - Technological - Demographic - Labour market - Environmental Three stages in the evolution of management thinking workers are - scientific management focused on production - human relations movement focused on people - human resources movement which it was recognized that organizational success is linked to both HR professionals are certified by provincial...
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...Report on Pragati Life Insurance Limited INTRODUCTION Background: This term project was prepared for fulfilling the requirement of EM-553 Strategic Human Resources Management course. The work started as assigned by the honorable Course Instructor. It took about one month to finish the project. Objectives: The objectives of the term project were: To understand the strategic planning and implementation process of Performance Appraisal at Pragati Life Insurance Ltd. and matching it with the theoretical concepts of the course 1. To identify the executive level and officer level strategies of Performance Appraisal Pragati Life Insurance Ltd. 2. To identify a problem in performance evaluation system and recommend strategies for the improvement, which will strengthen the company’s overall effectiveness for serving its objectives. Scope: The scope of the term project was limited to analyze the performance appraisal system at Pragati Life Insurance Ltd. and recommend restructuring measures for improvement of the system. Limitation: The limited time given for the term project was a major limitation. The company set the condition that they would not provide some confidential information. The lower level employees of the company were not available for interviews while doing the research. Methodology: Primarily interview of employees of Pragati Life Insurance Limited was conducted to know the system Secondary data was analyzed to gain further understanding of the performance...
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...Human Resource Management Assignment (Establishing Strategic Pay Plans) ALDO YUDA PUTRA ARRY PANDOWO CHAERUN NISA PUTRI MANAGEMENT MAJOR FACULTY OF ECONOMY AND SOCIAL SCIENCES BAKRIE UNIVERSITY JAKARTA 2013 Basic Factors in Determining Pay Rates Employee compensation refers to all forms of pay going to employees and arising their employment. It has two main components, direct financial payments (wages, salaries, incentives, commissions, and bonuses) and indirect financial payments (financial benefits like employer-paid insurance and vacations). Two basic ways to make direct financial payments to employees: 1. Time-based pay 2. Performance-based pay Legal Considerations in Compensation Various laws specify things like minimum wages, overtime rates, and benefits. For example: 1. 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for labourers and mechanics employed by contractors working for the federal government 2. 1936 Walsh-Healey Public Contract Act sets basic labor standards for employees working on any government contract that amounts to more than $ 10.000 3. Title VII of the 1964 Civil Rights Acts makes it unlawful for employers to discriminate against any individual with respect to hiring, compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin. 4. 1938 Fair Labor Standards Act contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping...
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...Website Usability Testers Two attributes determine if a website is useful and they are usability and utility. Utility is whether or not the website provides the required information or features. Whereas, “usability is a quality attribute that assesses how easy user interfaces are to use.” (Nielsen, 2012, para. 1) You cannot have one without the other. Suppose your site is brimming to the top with lots of information and has all the bells and whistles, but if the Interface design (ID) is poor and as a result the User Experience (UX) suffers then no one is ever going to spend the time and effort to discover those great features. This is the main reason why companies must perform usability evaluation. Although the heuristic evaluation method may take less time and is usually less expensive, the “heuristic evaluators could not play the role of real users and could not predict actual problems users might face while interacting with the sites” (Hasan, Morris, & Proberts, 2012, p. 726) User Testing is essential prior to going live in a production environment and can done on a budget. Katie Sherwin of the Nielsen Norman Group reiterates that “testing doesn’t have to be expensive and by testing with just 5 users, you can uncover 85% of the issues.” (Sherwin, 2014, para. 8) After all it is an iterative process and the law of diminishing return comes into play in user testing as well as seen in Figure 1 below. Figure 1. from “Why You Only Need to Test with 5 Users” by Jakob...
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...The study on employee behaviour towards sales incentive and performance help the organisation to craft sustainable sales incentive programme. Whenever management introduces the sales incentive, it will occur additional marketing budget. Therefore, the concern on the cost involved in marketing incentive should come at first before crafting sales incentive. The cost calculation includes the measuring on how sticky the cost involves to setting up the sales incentive programme. The firm can opt either to use the employee as direct sales staff or marketing representative (agent) to market the product. Given that, the firm needs to know the objective they aim to achieve. Once the firm decides, they need to understand what makes the staff motivated...
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...firstly introduced. Then, definition of scientific management will be presented with points of analysis that surface in response to Frederick W. Taylor’s technique. With supporting sources, criticism of Frederick W. Taylor’s principles will be reviewed with the comparison made between agreements and disagreements. Subsequently, an illustration of a contemporary organization will be presented to further elaborate how Frederick W. Taylor’s concepts influence the managing practices. In conclusion, Taylor’s principles are still widely used in the 21st century organizational management practice. 2.0 Review In Frederick W. Taylor’s scientific management concepts, Taylor employed scientific method in which to identify the “one best way” for the job to be done. (Taylor, 1912/1970a, p.85) In order to employ the “one best way” which is also a strategy that is strongly agreed by Frank Gilbreth (1923/1970), the key themes must be gathered. Standardizing the tools and procedures are relatively important in Taylor’s principles for scientific management. To achieve effectiveness and efficiency, standardization with a systematic order and a standard to follow is required. Without standardization, workers would employ their individual methods for the completion of the production. Before Taylorism was invented, all workers have their individual tool box. The tools they were using were decreasing the effectiveness and efficiency, because the correct tools were not employed. (Locke. E, 1982, 15.)...
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...COMPANY HRM REPORT DATE : APRIL,21 2014 Human Resources is defined as a strategy to maximize the performance of employees in order to achieve the company’s goals. It is concerned with various aspects like planning,recruitment,training,performance management,rewarding,pays and incentives,relations,occupational health and safety,employee benefits,career development etc. It basically focuses on maintaining mutual benefits of both the organization and the employees. Why do we need human resources management? Human resources management is important to build up and maintain a healthy working environment that enables the employees to attain the set up goals and objectives. It is required to keep the employees motivated maintaining the work efficiency and interest of the employees.it also contributes to the employee development and therefore attracts the new employees and retaining them. As a team ,we had an opportunity to learn about the top MNC’s and we found Google as one of the leading organizations . We have studied about the following HRM practices about Google: * Recruitment and selection * Performance management * Pay incentives or rewards * Emoployee benefits * Human resources planning Recruitment and Selection Many people misunderstand the terms recruitment and selection, so let’s differentiate between these two terms; Recruitment is the process of searching and attracting qualified job applicants. ...
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...Importance of Achieving Pay Equity Table Of Contents What is Equity in Organizations? 4 The Equity Theory 4 Inputs 5 Outcomes 6 Importance of Equity in Pay Structure 7 Internal Equity 9 Steps to Achieving Internal Equity 9 Methods Commonly Used 9 Job analysis 9 Job Evaluation 11 Ranking Method 12 Classification Method 13 Factor Comparison Method 13 Point Method of Job Evaluation 14 Strategic Considerations 15 External Equity 16 Steps to Achieving External Equity 16 Compensation Surveys 16 Benefits of Pay Surveys to the Organization 17 Published Compensation Survey 18 Custom Developed Compensation Surveys 19 Compensation Surveys: Strategic Considerations 19 Individual Equity 21 Importance of achieving Individual Equity 21 Methods Commonly Used 22 Merit Pay System Structures 22 Sales Incentive Pay Structures 23 Pay For Knowledge Structures 24 Pay Structure Variations 24 Strategic Considerations 26 Analysis 27 References 28 What is Equity[1] in Organizations? Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity theory is considered as one of the justice theories, It was first developed in 1962 by John Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to...
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...Differential effects of incentive motivators on work performanceAlexander D Stajkovic, Fred Luthans. Academy of Management Journal. Briarcliff Manor: Jun 2001. Vol. 44, Iss. 3; pg. 580, 11 pgs | Abstract (Summary) In this field experiment, first compared is the performance effects of money systematically administered through the organizational behavior (O.B Mod.) modification model and routine pay for performance. This was compared with the effects of O.B Mod.-administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance and also had stronger effects on performance than social recognition and performance feedback. Full Text (7144 words) Copyright Academy of Management Jun 2001 [Headnote] | In this field experiment, we first compared the performance effects of money systematically administered through the organizational behavior modification (O.B. Mod.) model and routine pay for performance and then compared the effects of O.B. Mod.administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance (performance increase = 37% vs. 11%) and also had stronger effects on performance than social recognition (24%) and performance feedback (20%). | | Although behavioral management, as a systematic approach to increasing employee effectiveness, was formulated about 25 years ago (e.g., Luthans...
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...26 weeks, and regional unemployment rate. RPC CODE: C 2. All of the following statements about CPP/QPP are true, except: a. these plans cover almost all Canadian employees between the ages of 18 and 65. b. a flat rate benefit is available to each dependent child of a disabled contributor until age 18 or age 25 if attending school. c. individuals may start to collect benefits at age 60 or defer receiving benefits until age 75. d. on termination of a marriage or common-law relationship, pension credits earned by one or both spouses may have to be divided. The answer is c. individuals may start to collect benefits at age 60 or defer receiving benefits until age 75. RPC CODE: C 4. All of the following are advantages of group incentive plans except: a. They reduce complaints over "tight" or "loose" individual standards b. They encourage cross training c. They are easy to understand d. They build a team culture The answer is c. They are easy to understand. RPC CODE: C 5. Which of the following is an example of reinforcement according to a fixed ratio? a. Monthly paycheck b. Occasional praise c. Sales commission d. Yearly review The answer is c. Sales commission. RPC CODE: C 9. Which of the following statements about a single rate-base pay system is true? a. it provides opportunity for progression within a...
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...HRM-430 final exam Page 1: Multiple Choices Question 1.1. (TCO 1) Which pay structures represent companies' compensation policies that fit with their business objectives? (Points : 5) | Market competitive Internally consistent Equitable Analytical | Question 2.2. (TCO 2) Medicare Part A is based on what type of healthcare option? (Points : 5) | Preferred provider plan Medical savings account Managed care option Fee for service | Question 3.3. (TCO 3) Helen believes that the company should share part of the risk for her sales position. Which sales compensation plan should she pursue? (Points : 5) | Salary-plus-bonus plan Commission-only plan Commission-plus-draw plan Salary-plus-commission plan | Question 4.4. (TCO 4) The level of specialization or expertise an employee brings to a job are what type of skills? (Points : 5) | Depth Breadth Work team Horizontal | Question 5.5. (TCO 5) The collective bargaining system was established by the passage of which federal act? (Points : 5) | Davis-Bacon Act National Labor Relations Act Wagner Act Union Labor Relations Act | Question 6.6. (TCO 6) You broke your leg at work. The company called to inform you that they had to switch your benefits from the short-term disability account to the long-term account. That means you have probably been off work...
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...Challenges | * Human resource want to increase the performance, to retain key employees, bring new skilled talents to the company and they want to keep costs under a strict control. * Finding, motivating, developing and keeping employees is a key component of business success * The compensation components cannot be managed discretely, they have to be a part of the overall strategy - the company has to define the competitive compensation strategy.Compensation Strategy * Compensation systems in organizations must be linked to organizational objectives and strategies. But compensation also requires balancing interests and costs of the employer with the expectations of employees. * A compensation program in an organization should have four objectives: * Legal compliance with all appropriate laws and regulations * Cost effectiveness for the organization * Internal, external, and individual equity for employees * Performance enhancement for the organization * For employers, compensation costs must be at a level that both ensures organizational competitiveness and provides sufficient rewards to employees for their knowledge, skills, abilities, and performance accomplishments. Balancing these facets so that the employer can attract, retain, and reward the performance of employees requires considering several types of compensation | Nature of Compensation | * Compensation is a critical component influencing how and why individuals work at one organization over...
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