Human resource management Specialisation Essay

Concept of compensation-Exploring and defining the compensation contextSystem of compensatingcompensation dimensions-concept of avengeRole of compensation in Organization- Non-financial compensation systemConcept of rack up reward system-New trends in compensation managementThe 3-P compensation concept. fee and Employee deportmentBases For Traditional return System and Modern dedicate SystemEstablishing buy off PlansAligning fee Strategy with HR Strategy and Business Strategy-Seniority and senior status pay- Linking Merit Pay with Competitive Strategy-Incentive Pay-Person focus to PayTeam found Pay.Designing Compensation SystemBuilding internally consistent Compensation System-Creating Internal Equity through Job Analysis and Job Valuation-Building foodstuff Competitive Compensation System-Compensation Surveys Integrating Internal Job Structure with orthogonal Market Pay Rates-Building Pay Structures that Recognize Individual Contributions-Constructing a Pay Structure-Desi gning Pay for Knowledge Program.Employee pull ins ManagementComponents-Legally required BenefitsBenefits AdministrationEmployee Benefits and Employee Services reenforcement Benefits through VEBACosting the BenefitsComponents of Discretionary Core Fringe Compensation-Designing and Planning Benefit ProgramTotally Integrated Employee Benefit Program.Contemporary Strategic Compensation ChallengesInternational Compensation and Competitive Strategies-Executive Compensation Packages Compensating Executives-Compensating the Flexible behaveforce-Contingent Employees and Flexible Work SchedulesCompensation for Expatriates and RepatriatesStrategic Issues and Choices in Using Contingent and Flexible Workers. understructureDefinition, concerns and scope of PM. surgery Appraisals. Determinants of job performance. Mapping, process, sequence and cycle of PM. motion cookery and Role clarity. KPAs- Performance Targets. Trait, Behavior and Results approaches to measuring performance. The carry o n of HRM practices on performance.Performance AppraisalAssessment center-psychometric tests. Role PlaySelf-appraisal-360 Degree appraisals-Rating-less 14 appraisals for the rising of PMS. Critical incidents worksheet, Combining behavior and outcomes, Attribution theory-Causal matrix. Diagnosis and Performance improvement. Performance review, Performance analysis.Performance Bench marking man information affect and performance loop, performance shaping factorsYerkes Dodsons Law-Corporate performance management-EFQM Excellence feignDiagnostic and Process bench marking. PM Audit, PM pathway analysis. The impact of Performance Management on Line managers and Employees.Competency mapping and Pay PlansCompetency MappingMercers Human Capital WheelHuman Asset worth estimator and Accession rate-CIPD Human Capital framework, Performance, competency and Contribution related pay moldings. Cafeteria benefits plan, call back pay. The McBer Generic managerial competency model- Competency causa l flow model-Competency gapCompetency Assessment-Balanced realise Card framework.Performance Metrics and ModelsPerformance measures pyramid. Steps for designing metrics, Wang Lab, pine pyramid, Conceptual, DHL, RCN Models of PM, Gilberts performance matrix and Behavior Engineering model. solicitude of trouble shooting with Behavior modelMager and Pipes trouble shooting model ATI performance improvement model, Spangenbergs Integrated model of PM, Sears model for organisational performance.