If the first goal of attracting capable employees to the organization is to be achieved, personnel must perceive that the pay offer is fair and equitable. As a first step in the pursuit of equity, there should be established consistent and systematic relationship among base salary rates for all jobs within the organization. Salary Structure A sound salary structure must be based on job evaluation programme in order to establish fair differentials in payments depending upon differences in job contents.
Besides the basic factors provided by a job description and job evaluation, those that are usually taken into consideration for determining salary structure are: • The organization’s ability to pay, Supply and demand of qualified personnel, the prevailing market rate, the cost of living, productivity, job requirements, managerial attitudes, and Psychological and sociological factors The salary structure must be linked to what the state is trying to achieve.
An attitude survey should be made to ascertain what needs have to be satisfied through a salary structure. What are the employees’ attitudes towards the current pay structure and what are their deeper expectations? The pay structure, to a large extent, determines and reinforces attitudes. Supply of Correctional Officers The most valuable asset of
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Keeping in mind the forecast, the function of attracting the best available talent is carried out. It involves functions like; recruitment, selection, induction. Recruitment Recruitment is the process of identifying the prospective employees, stimulating and encouraging them to apply for a particular job or jobs. It is a positive action as it involves inviting people to apply. The purpose is to have an inventory of eligible persons from amongst whom proper selection of the most suitable person can be made.
Selection Selection is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best from the suitable candidates and rejecting the others.. Placement Placement is the determination of the job for which a selected candidate is best suited and assigning that job to him. The ideal situation is ‘the right man for the right job’. A proper placement of a worker reduces employee turnover, absenteeism and improves morale, motivation, work, etc. Induction
Induction is introducing an employee to the job and to the organization. The primary purpose of induction is to ‘sell’ the organization to the new employee so that he may feel proud of his association with the organization. This is cal1ed ‘orientation’ or’ indoctrination’. Their Inter-relationship The above are the four steps taken in the order given before a person starts his training for the job to which he is assigned. First he is recruited, that is, his attention is drawn to the existence of a possible opening for him and he is invited to apply for it.
In the next stage of selection all the applicants are screened to find their suitability for the job and the best one is selected. The third step of placement follows selection aid a particular job is assigned to the selected person. After that he is introduced to his job and to his organization so that he may understand the environment in which he has to work.
References 1. Leon, C. , Personnel and Human Resource Administration, Homewood, 1996 2. Schofield A. , The Wage and Salary Audit, Gower Press, England,1997 3. http://www. azcorrections. gov/