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Fundamentals of Public Administration MPA FACILITATOR Prof. Dr. Mohammad Majid Mahmood Lecture – 22

Reflections 3

MANAGING POOR PERFORMANCE Specify the Improvement required 4

MANAGING POOR PERFORMANCE Be Supportive 5

MANAGING POOR PERFORMANCE Keep Records 6

MANAGING POOR PERFORMANCE Schedule a Follow Up Meeting 7

MANAGING POOR PERFORMANCE Provide Training, Support, Coaching, etc 8

MANAGING POOR PERFORMANCE Consideration of Alternative Action before Dismissal 9

DEAL WITH PROBLEMS PROMPTLY Otherwise: The poor performers can reasonably assume their performance is acceptable 10

DEAL WITH PROBLEMS PROMPTLY Otherwise: Others may become de-motivated and stressed 11

DEAL WITH PROBLEMS PROMPTLY Otherwise: The problem behaviour will become a habit 12

DEAL WITH PROBLEMS PROMPTLY Otherwise: A precedent may be set 13

DEAL WITH PROBLEMS PROMPTLY Otherwise: Your credibility may be damaged 14

A well-designed performance management system supports an integrated human resource strategy which enables the attainment of organizational and individual goals Performance Management 15

Compensation Management

Compensation Management is the process of developing, implementing, maintaining, communicating & evaluating the remuneration in order to get,motivate & retain the competent employees. -Stephen P. Robbins 17

Compensation Management - Meaning It is one of the functions of administration that deals with every type of reward individuals receive in exchange for performing organizational tasks. It is an exchange relationship. -Stephen P. Robbins 18

Compensation should be… Equitable -Patton 19

Compensation should be… Balanced -Patton 20

Compensation should be… Cost- Effective -Patton 21

Compensation should be… Secure -Patton 22

Compensation should be… Incentive- providing -Patton 23

Compensation should be… Acceptable to the Employee -Patton 24

Non financial rewards Financial rewards Types of Compensation Employee Compensation and Benefits 25

Compensation Management - Types – Financial Direct (Wages, salaries, bonuses, commissions) Indirect ( Vacation, insurance, childcare services) -Stephen P. Robbins 26

Non Financial Enhance dignity & satisfaction from work Compensation Management - Types -Stephen P. Robbins 27

Non Financial Constructive social relationships Compensation Management - Types -Stephen P. Robbins 28

Non Financial Allocation of sufficient resources Compensation Management - Types -Stephen P. Robbins 29

Non Financial Offer supportive leadership Compensation Management - Types -Stephen P. Robbins 30

Non Financial Enhance physiological health, intellectual growth Compensation Management - Types -Stephen P. Robbins 31

Purposes of Compensation Motivate & Retain Staff Attract Talent Contribution based Remuneration Administratively Efficient Reward Valued Behavior Effective Compensation Ensure Equity -Stephen P. Robbins 32

Relationship Between Pay, Equity & Motivation INEQUITY (feelings of being Underpaid) EQUITY (Feeling of being paid fairly INEQUITY (Feelings of being Overpaid) My Input/ Output Ratio My Input/ Output Ratio Comparison Person’s Input/ output ratio My Input/ Output Ratio Comparison Person’s Input/ output ratio Comparison Person’s Input/ output ratio -Harold Koontz 33

Aspects of Compensation Planning Linking Compensation to Organizational Objectives -Harold Koontz 34

Aspects of Compensation Planning Pay-for- Performance Standard -Harold Koontz 35

Aspects of Compensation Planning Motivating Employees through Compensation -Harold Koontz 36

Components of Compensation Wages – wages is the remuneration given periodically for the services of labor in the process of production 37

Components of Compensation Salary is the remuneration paid monthly or yearly basis to the office staff. 38

Components of Compensation Incentives– Payments by results. Are paid with salary for extra productivity. 39

Components of Compensation Fringe benefits– extra benefits provided to the employees e.g. medical care, etc 40

Components of Compensation Perquisites are the indirect benefits generally allowed to executives such as furnished homes, stock options, club membership etc 41

INTERNAL FACTORS  Compensation strategy of organization  Worth of job  Employee’s relative worth  Employer’s ability to pay EXTERNAL FACTORS  Conditions of the labor market  Area wage rates  Cost of living  Collective bargaining  Legal requirements WAGE MIX Factors Effecting Compensation Policy -Patton 42

Conclusion 43

FACILITATOR Prof. Dr. Mohammad Majid Mahmood 44