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OB – 10

What are pay and reward?
covers all financial provisions made to employees,
including cash pay and the wider benefits package (pensions, paid leave

3 mins

What is pay divided into?
•base (or fixed) pay – guaranteed cash wage or salary paid to employees for
doing their work for a contracted period of time

•total earnings – base pay plus additional variable earnings such as bonus
payments or overtime earnings.

5 mins

What are 3 the reward concepts?
ALL THE MONETARY, NON-MONETARY AND PSYCHOLOGICAL PAYMENTS THAT AN ORGANISATION PROVIDES FOR ITS EMPLOYEES IN EXCHANGE FOR THE WORK THEY PERFORM.

FOR MANAGERS, REWARDS ARE THE PACKAGE OF MONETARY AND NON-MONETARY REWARDS AS PART OF THE TOTAL REMUNERATION (WAGES, SALARIES AND FRINGE BENEFITS).

FOR EMPLOYEES, REWARDS ARE NORMALLY THE WAGE OR SALARY RECEIVED FROM THE EMPLOYER FOR
THEIR WORK.
MAY INCLUDE NON MONETARY REWARDS (E.G. CHILDCARE VOUCHERS)

10 mins

Name the 2 types of rewards?
EXTRINSIC REWARDS

– SATISFY AN EMPLOYEE’S BASIC NEEDS FOR SURVIVAL, SECURITY AND RECOGNITION.

– E.G. FINANCIAL PAYMENTS, WORKING CONDITIONS AND MANAGERIAL BEHAVIOUR

INTRINSIC REWARDS

– REFER TO PSYCHOLOGICAL ‘ENJOYMENT’ AND THE SATISFACTION OF ‘CHALLENGE’ THAT A WORKER
DERIVES FROM HER OR HIS PAID WORK.

– E.G. DESIGN FEATURES, SUCH AS THE DEGREE OF VARIETY OF WORK AND THE EXTENT OF AUTONOMY,
SIGNIFICANCE ATTRIBUTED TO THE WORK

10 mins

Name the 4 reward categories?
MONETARY REWARDS
– BASIC PAY; BONUSES; COMMISSION, OVERTIME; CONDITION PAYMENTS

PSYCHOLOGICAL & SOCIAL REWARDS
– RECOGNITION; PRAISE; BEING VALUED; TRIVIAL SOCIAL REWARDS; BEING PART OF SOCIAL COMMUNITY; ACHIEVEMENT

PERSONAL REWARDS
– PROMOTION; ADVANCEMENT AND DEVELOPMENT; ACQUISITION OF NEW COMPETENCIES; INCREASED EMPLOYABILITY

BENEFITS ASSOCIATED WITH WORKING FOR THE ORGANISATION
– PENSIONS; HEALTH CARE; MEMBERSHIP OF HEALTH AND FITNESS CLUBS; FLEXIBLE WORKING ARRANGEMENTS

10 mins

What are the 3 objectives the reward system must fulfil?
Membership behaviour
– to recruit and retain

Task behaviour
– to motivate employees for improved performance

Compliance behaviour
– to encourage employees towards organisational
commitment

5 mins

Name the 3 levels of reward?
Individual rewards
e.g. basic wage, overtime
type of behaviou time: Maintaining work attendance
Energy: Performing tasks
Competence: Completing tasks without errors

Team rewards
e.g. Team bonuses, gain sharing
Type of behaviour: Cooperation with co-workers

Organisational rewards
e.g. Profit-sharing, Share ownership
types of behaviour: Commitment to institutional goals

8 mins

Name the 3 types of pay?
BASE PAY
– THE MINIMUM RATE OF PAY FOR THE JOB.
– BASIC PAY ARE PREFERRED FOR TWO REASONS: SIMPLICITY AND PSYCHOLOGICAL REASONS.
– MARKET PRICING AND JOB EVALUATION METHODS ARE USED TO ESTABLISH THE LEVEL OF BASE PAY

PERFORMANCE RELATED PAY
– PAY NOT CONSOLIDATED INTO BASE PAY.
– TYPES OF PERFORMANCE PAY INCLUDE PERFORMANCE RELATED PAY, INCENTIVE PAY.

INDIRECT PAY
– THE PART OF THE TOTAL REWARD PACKAGE PROVIDED TO EMPLOYEES IN ADDITION TO BASE OR PERFORMANCE PAY
– EXAMPLES INCLUDE HEALTH INSURANCE, PENSION PLANS

15 mins

Name 4 non-financial rewards
– OPPORTUNITIES FOR PERSONAL AND CAREER DEVELOPMENT

– EMPLOYEE COMMUNICATION, INVOLVEMENT AND PARTICIPATION

– PLEASANT WORKING ENVIRONMENT AND WELL-CONSIDERED JOB DESIGN

– GOOD PERFORMANCE MANAGEMENT PRACTICES AND APPRAISALS

5 mins

Name the give elements of a performance management system
Performance management policies
Performance objectives and standards
Performance appraisal process
Managing under-performance and discipline
Reward and remuneration strategy
Development plans and learning and development activities

5 mins

What is the performance management system?
IT IS A STRUCTURED PROCESS USED TO MEASURE + EVALUATE EMPLOYEES AT ALL LEVELS.

INTERCONNECTED PRACTICES DESIGNED TO:
• APPRAISE A PERSON’S OVERALL CAPABILITIES AND POTENTIAL
• SET RELEVANT GOALS FOR WORK AND DEVELOPMENT
• COLLECT AND REVIEW DATA ON WORK BEHAVIOUR AND PERFORMANCE

7 mins

Name the 3 aims of PMS
ASSISTING IN ACHIEVING IMPROVEMENTS IN AN ORGANISATION’S OVERALL PERFORMANCE.

ENSURE THAT EMPLOYEE’S ACTIVITIES CONGRUENT WITH STRATEGIC OBJECTIVES
• COMMUNICATING THE ORGANISATIONAL VALUES AND OBJECTIVES
• PROVIDING FEEDBACK TO EMPLOYEES
• INTEGRATE INDIVIDUAL AND CORPORATE OBJECTIVES

INCLUDES
• DEFINING PERFORMANCE
• MEASURING PERFORMANCE
• FEEDBACK & IDENTIFICATION OF TRAINING AND DEVELOPMENT NEEDS

10 mins

Name the 3 purposes of PMS
SUPPORT PURPOSE
• DIAGNOSING DEVELOPMENT NEEDS, PROVIDING
ON-GOING FEEDBACK AND REVIEW AND
COACHING WHERE REQUIRED.

CONTROL PURPOSE
• MAKING ADMINISTRATIVE DECISIONS CONCERNING
PAY, PROMOTIONS AND WORK RESPONSIBILITIES.

DEVELOPMENT PURPOSE
• IMPROVEMENT OF PERFORMANCE THROUGH
DISCUSSING NEEDS, IDENTIFYING TRAINING
OPPORTUNITIES AND PLANNING ACTION.

8 mins

103 mins

What is the performance appraisal for PMS?

Name 4 benefits of appraisal

THE ONGOING PROCESS OF EVALUATING OR APPRAISING EMPLOYEE’S PERFORMANCE.

– IMPROVE MOTIVATION AND MORALE
– CLARIFYING EXPECTATIONS AND REDUCING AMBIGUITY ABOUT PERFORMANCE
– DETERMINING REWARDS
– IDENTIFYING TRAINING AND DEVELOPMENT OPPORTUNITIES

5 mins

Name the 4 criteria for judging appraisal effectiveness
VALIDITY
– ARE WE MEASURING WHAT WE WANT TO MEASURE?
RELIABILITY:
– CONSISTENCY
ACCEPTABILITY:
– DO PEOPLE ACCEPT IT?
SPECIFICITY:
– GUIDANCE FOR IMPROVING PERFORMANCE

5 mins

Appraisal fails
• COMMONLY BOTH THOSE CONDUCTING
AND THOSE SUBJECT TO APPRAISALS
REPORT THE PROCESS AS BEING A
DEMORALISING AND A MAINLY USELESS
EXERCISE! WHAT MIGHT BE THE REASONS
FOR THIS?

5 mins

Explain the performance appraisal process
Set goals: Set measurable goals for people, aligned to the organization’s goals

Plan: Identify and plan learning needs

Regular Feedback: Regularly provide informal feedback on achievements and learning

Review Achievements: Half yearly meeting to review achievements and learning

New Plan: Identify and plan new learning needs

Informal feedbacks: Regularly provide informal feedback on achievements and learning.

Annual Review: Annual meeting to review achievements

Reward: Reward Achievements

10 mins

What are the 5 Key elements of performance appraisal?
MEASUREMENT
– ASSESSING PERFORMANCE AGAINST AGREED TARGETS AND OBJECTIVES.
FEEDBACK
– PROVIDING INFORMATION TO THE INDIVIDUAL ON THEIR PERFORMANCE AND PROGRESS.
POSITIVE REINFORCEMENT
– EMPHASISING WHAT HAS BEEN DONE WELL AND MAKING ONLY CONSTRUCTIVE CRITICISM ABOUT WHAT MIGHT BE IMPROVED.
EXCHANGE OF VIEWS
– EXCHANGE OF VIEWS ABOUT WHAT HAS HAPPENED
– HOW APPRAISES CAN IMPROVE THEIR PERFORMANCE
– THE SUPPORT THEY NEED TO ACHIEVE AND FUTURE ASPIRATIONS.
AGREEMENT
– A JOINT UNDERSTANDING BY ALL PARTIES ABOUT WHAT NEEDS TO BE DONE TO IMPROVE PERFORMANCE
15 mins
What is the 360 degree performance appraisal?
5 mins
Name 4 histories and trends
– FROM TRAITS TO RESULTS-BASED ASSESSMENT
– FROM EFFORTS TO RESULTS FOCUS
– FROM MECHANISTIC TO HUMAN – RANK & YANK! TO QUALITATIVE BEHAVIOR ASSESSMENT
– FROM JUDGMENTAL TO JOINT-PROBLEM-SOLVING & DEVELOPMENTAL

5 min

Employee relations era
INDUSTRIAL RELATIONS/LABOUR RELATIONS (IR)

• ADDRESS THE COLLECTIVE ASPECTS OF EMPLOYMENT RELATIONSHIP WITH FOCUS ON THE RELATIONS
BETWEEN ORGANISED EMPLOYEES (UNION) AND MANAGEMENT. (PLURALISITIC)

EMPLOYEE RELATIONS (ER)

• A WAY OF ADDRESSING INDIVIDUAL ASPECTS OF EMPLOYMENT RELATIONS IN THE WORKPLACE.
• INITIATIVES FOR PROVIDING TWO-WAY COMMUNICATIONS BETWEEN MANAGEMENT AND EMPLOYEES
• FOR ENGAGING EMPLOYEES IN DECISION-MAKING TO GAIN LONG-TERM ORGANISATIONAL COMMITMENT. (UNITARY)

10 mins

What are the 4 components to employee relations?
Employee communication
Employee involvement
Employee rights
Employee discipline

3 min

name 3 ways to achieve employee involvement and participation
INVOLVING EMPLOYEES AND EMPOWERING THEM, PROVIDES THE OPPORTUNITY FOR
CONTINUOUS PROCESS IMPROVEMENTS

EMPLOYEE VOICE
NEWSLETTERS, INTRANETS, STAFF SURVEYS

IT ALSO IMPROVES QUALITY AND INCREASES PRODUCTIVITY, BECAUSE EMPLOYEES:
• MAKE BETTER DECISIONS
• IMPLEMENT AND SUPPORT DECISIONS
• ABLE TO SPOT AREAS OF IMPROVEMENT
• TAKE IMMEDIATE CORRECTIVE ACTION

10 mins

employee involvement and participation
– EMPLOYEE PARTICIPATION
• WORKERS EXERT UPWARD PRESSURE AND INFLUENCE ON MANAGEMENT CONTROL.
• DOES NOT STRESS UNITY OF PURPOSE BETWEEN MANAGERS AND NON MANAGERS.

EMPLOYEE INVOLVEMENT
• SOFTER FORM OF PARTICIPATION
• STRESSES COMMONALITY OF INTEREST BETWEEN EMPLOYEES AND MANAGEMENT

AIMS OF EIP
• COMMITMENT TO THE MISSION AND VALUES OF ORGANISATION.
• STRONG CORPORATE CULTURE TO STRENGTHEN HIGH COMMITMENT CULTURE.
•SHARED UNDERSTANDING IN THE FUTURE OF AN ORGANISATION.

10 mins

Name the 3 key elements to EIP
FORM OF INVOLVEMENT
LEVEL OF INVOLVEMENT
DEGREE OF INVOLVEMENT

3 mins

Name 5 employees rights
CONTRACT OF EMPLOYMENT
EMPLOYMENT
DISCRIMINATION
EQUAL PAY
HEALTH AND SAFETY

3 mins

What is discipline?

Name the 3 purposes

MAINTAINS COMPLIANCE WITH EMPLOYMENT
RULES IN ORDER TO PRODUCE CONTROLLED
AND EFFECTIVE PERFORMANCE.

THE PURPOSE OF DISCIPLINE:
– IMPROVEMENT – COUNSELLING
DISOBEDIENT EMPLOYEE BACK TO
ACCEPTABLE BEHAVIOUR
– PUNISHMENT – IMPOSING PENALTIES
– DETERRENT – EDUCATIONAL TO DETER
OTHERS.

8 mins

200 mins

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