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Department of Business Management Human Resource Management Ing. Miloš Krejčí

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Presentation on theme: "Department of Business Management Human Resource Management Ing. Miloš Krejčí"— Presentation transcript:

1 Department of Business Management Human Resource Management Ing. Miloš Krejčí

2 2.2. Human Resource Management 1.Introduction to Human Resource Management 2.Strategic Human Resource Management 3.Personnel Planning and Recruiting - Job Analysis, Descriptions and Specifications 4.Employee / Employer Selection and Interviewing Process 5.Training and Developing Employees 6.Performance Management and Appraisal 7.Coaching, Careers and Talent Management 8.Compensation planning 9.Financial Incentives and Employee Benefits 10.Ethics, Culture, Organizational Change and Fair Treatment in HR Management 11.Equal Opportunity and Diversity, Labor Relations, Employee Safety and Health 12.Managing Human Resources in Global and SME companies Human Resource Management [NA_HRM] Ing. Miloš Krejčí

3 3.3. Employee compensation Employee compensation - all forms of pay going to employees and arising from their employment. direct financial payments (wages, salaries, incentives, commissions, and bonuses) indirect financial payments (financial benefits like employer-paid insurance and vacations) Direct financial payments to employees is based on: increments of time performance Human Resource Management [NA_HRM] Ing. Miloš Krejčí

4 4.4. Corporate Policies, Competitive Strategy, and Compensation Aligned Reward Strategy The employer’s basic task: To create a bundle of rewards—a total reward package—that specifically elicits the employee behaviors that the firm needs to support and achieve its competitive strategy. The HR or compensation manager along with top management creates pay policies that are consistent with the firm’s strategic aims. Human Resource Management [NA_HRM] Ing. Miloš Krejčí

5 5.5. Developing an Aligned Reward Strategy 1.What must our company do, (for instance improving business performance), to be successful in fulfilling its mission or achieving its desired competitive position? 2.What are the employee behaviors or actions necessary to successfully implement this competitive strategy? 3.What compensation programs should we use to reinforce those behaviors? What should be the purpose of each program in reinforcing each desired behavior? 4.What measurable requirements should each compensation program meet to be deemed successful in fulfilling its purpose? 5.How well do our current compensation programs match these requirements? Human Resource Management [NA_HRM] Ing. Miloš Krejčí

6 6.6. Compensation Policy Challenges Pay for performance Pay for seniority The pay cycle Salary increases and promotions Overtime and shift pay Probationary pay Paid and unpaid leaves Paid holidays Salary compression Geographic costs of living differences Human Resource Management [NA_HRM] Ing. Miloš Krejčí

7 7.7. Fair Compensation Company Management should address four forms of equity: external, internal, individual, and procedural. External equity - how a job’s pay rate in one company compares to the job’s pay rate in other companies Internal equity - how fair the job’s pay rate is when compared to other jobs within the same company Individual equity - the fairness of an individual’s pay as compared with what his or her colleagues are earning for the same or very similar jobs within the company, based on each individual’s performance Procedural equity - the “perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay.” Human Resource Management [NA_HRM] Ing. Miloš Krejčí

8 8.8. Addressing Equity Issues Human Resource Management [NA_HRM] Ing. Miloš Krejčí Area wage and salary surveys Job analysis and job evaluation Performance appraisal and incentive pay Communications and employees’ participation Methods to Address Equity Issues

9 9.9. Establishing Salary Rates / Salary Surveys Human Resource Management [NA_HRM] Ing. Miloš Krejčí

10 Steps in Establishing Pay Rates Determine the worth of each job in your organization through job evaluation (to ensure internal equity). Conduct a salary survey of what other employers are paying for comparable jobs (to help ensure external equity). Group similar jobs into pay grades. Price each pay grade by using wave curves. Fine-tune pay rates. Establishing Salary Rates Human Resource Management [NA_HRM] Ing. Miloš Krejčí 10.

11 11. Step1: The Salary Survey Human Resource Management [NA_HRM] Ing. Miloš Krejčí To price benchmark jobs To make decisions about benefits Uses for Salary Surveys To market-price wages for jobs

12 12. Establishing Salary Rates Human Resource Management [NA_HRM] Ing. Miloš Krejčí

13 13. Step 2: Job Evaluation Human Resource Management [NA_HRM] Ing. Miloš Krejčí Skills Effort Responsibility Identifying Compensable Factors Working conditions Compensable factors are certain basic factors the jobs have in common that are used to establish how the jobs compare to one another, and that determine the pay for each job.

14 14. Step 3: Grouping Jobs Human Resource Management [NA_HRM] Ing. Miloš Krejčí Point Method Ranking Method Classification Methods Grouping Similar Jobs into Pay Grades

15 15. Step 4: Price Each Pay Grade The Wage Curve Shows the pay rates paid for jobs in each pay grade, relative to the points or rankings assigned to each job or grade by the job evaluation. Shows the relationships between the value of the job as determined by one of the job evaluation methods and the current average pay rates for your grades. Human Resource Management [NA_HRM] Ing. Miloš Krejčí

16 16. Step 5: Fine-Tune Pay Rates Developing Pay Ranges Flexibility in meeting external job market rates Easier for employees to move into higher pay grades Allows for rewarding performance differences and seniority Correcting Out-of-Line Rates Raising underpaid jobs to the minimum of the rate range for their pay grade Freezing rates or cutting pay rates for overpaid (“red circle”) jobs to maximum in the pay range for their pay grade Human Resource Management [NA_HRM] Ing. Miloš Krejčí

17 17. Wage Structure Human Resource Management [NA_HRM] Ing. Miloš Krejčí

18 18. Developing a Workable Pay Plan Simplified Approach: Conduct a wage survey Conduct a job evaluation Conduct once-a-year job appraisals Compile the compensation budget for upcoming year Human Resource Management [NA_HRM] Ing. Miloš Krejčí Importance of a Salary Plan: Paying overly high wages – cost unefective Paying less may guarantee inferior help and high turnover. Furthermore, internally inequitable wage rates will reduce morale and cause employees to demand equity raises.

19 19. Pricing Managerial and Professional Jobs Human Resource Management [NA_HRM] Ing. Miloš Krejčí Base pay Executive benefits/perks Short-term incentives Long-term incentives Compensating Executives and Managers

20 20. Compensating Executives and Managers CEO pay is set by the board of directors taking into account factors such as the business strategy, corporate trends, and where they want to be in the short and long term. CEOs can have considerable influence over the boards that determine their pay. CEOs are paid based on complexity of the jobs they fill. Shareholder activism and government oversight have influence on what companies pay top executives. Boards are reducing the relative importance of base salary while boosting the emphasis on performance- based pay. Human Resource Management [NA_HRM] Ing. Miloš Krejčí

21 21. Competency-Based Pay Competencies Demonstrable characteristics of a person, including knowledge, skills, and behaviors, that enable performance What is Competency-Based Pay? Paying for the employee’s range, depth, and types of skills and knowledge, rather than for the job title he or she holds Human Resource Management [NA_HRM] Ing. Miloš Krejčí

22 22. Why Use Competency-Based Pay? Human Resource Management [NA_HRM] Ing. Miloš Krejčí High-Performance Work Systems Strategic Aims Competency-Based Pay Supports Performance Management

23 23. Competency-Based Pay Main elements of skill/competency/knowledge–based pay programs: 1.A system that defines specific skills 2.A process for tying the person’s pay to his or her skill 3.A training system that lets employees seek and acquire skills 4.A formal competency testing system 5.A work design that lets employees move among jobs to permit work assignment flexibility Human Resource Management [NA_HRM] Ing. Miloš Krejčí

24 24. Competency-Based Pay: Pros and Cons Pros Higher quality Lower absenteeism Fewer accidents Cons Pay program implementation problems Costs of paying for unused knowledge, skills, and behaviors Complexity of program Uncertainty that the program improves productivity Human Resource Management [NA_HRM] Ing. Miloš Krejčí

25 25. The Pay Gap Factors Lowering the Earnings of Women: 1.Women’s starting salaries are traditionally lower. 2.Salary increases for women in professional jobs do not reflect their above-average performance. 3.In white-collar jobs, men change jobs more frequently, enabling them to be promoted to higher- level jobs over women with more seniority. 4.In blue-collar jobs, women tend to be placed in departments with lower-paying jobs. Human Resource Management [NA_HRM] Ing. Miloš Krejčí

26 26. Employee compensation Human Resource Management [NA_HRM] Ing. Miloš Krejčí

27 27. Key Terms Human Resource Management [NA_HRM] Ing. Miloš Krejčí employee compensation direct financial payments indirect financial payments Fair Labor Standards Equal Pay Employee Retirement Income salary compression salary survey benchmark job job evaluation compensable factor ranking method job classification (or grading) method Grades factor comparison method pay grade wage curve competency-based pay competencies

28 28. LEARNING OUTCOMES 1.List the basic factors determining pay rates. 2.Define and give an example of how to conduct a job evaluation. 3.Explain in detail how to establish pay rates. 4.Explain how to price managerial and professional jobs. 5.Explain the difference between competency-based and traditional pay plans. 6.Explain the importance of factors playing role in executives compensation. Human Resource Management [NA_HRM] Ing. Miloš Krejčí


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