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Compensation Management :
Tools and Techniques
Lee Kok Wai Lectures 4 and 5
Day-to-Day Operational Focus
Future/Strategic Focus
P
e
o
p
l
e
Processes
Strategic HR Planning
HR as Business Partner
Culture and Image
Strategic
Partner
Staffing
Organizational
Design
Succession
Planning
Performance
Measurement
Training &
Development
Employee
Relations
Labor
Relations
Environment,
Health, Safety &
Security
VOW Survey
Action Plan
Compensation
Benefits
HR Information
Systems
Compliance
Administrative
Expert
Employee
Relations
Expert
Change
Agent
HR’s 4 Roles & Key Accountabilities
Managing Human Resources in COMPAQ
Compensation Mgt.
•
T-Comp philosophy & design
•
T-Comp planning & admin.
•
Incentive plans (MIPs/LTB)
•
Profit-sharing scheme
•
Reward & recognition prog.
•
Expatriate mgt.
Manpower Mgt.
•
Headcount management
•
Recruitment strategies
•
Sources of labor supply
•
Selection process & tools
•
Retention strategies & plans
•
Staff deployment
•
Staff orientation
Employee Relations Mgt.
•
Benefits administration
•
Code of conduct & ethics
•
Employee discipline
•
Employee communications
•
Staff social, sports & recreation
•
Community services & relations
EHS&S Mgt.
•
Environment mgt.
•
Employee wellness
•
Employee health services
•
Loss prevention
•
Asset management
•
Safety mgt.
Culture/Values Mgt.
•
Corporate vision
•
Corporate mission
•
Culture building
•
Teambuilding
•
Habits building
Performance Mgt. (HRD)
•
Staff training & development
•
Succession planning
•
Career planning
•
Coaching & counseling
•
Appraisal review/ranking
•
Organization development
•
Leadership development
Human Resource Admin.
•
Records & information mgt.
•
Personnel research
•
HR policy review
•
HR process improvements
•
HR performance stds & audit
•
Legal compliance
•
Document control
Strategic Components of Human Resources
COMPENSATION MANAGEMENT
We believe in paying competitive wages that commensurate with job size and
individual performance
WELFARE MANAGEMENT
We believe in being a firm, fair and caring employer. We strive to make employees value
their jobs and want to remain in the organization based on their abilities to contribute and
grow.
PERFORMANCE MANAGEMENT
We believe in equipping employees with the necessary skills to do a good job, providing
them with the tools, the environment, the support and the information needed to excel in
their jobs.
CAREER MANAGEMENT
We believe in matching employees’ strengths and aptitudes to available jobs, developing
them to their highest potential and offering them opportunities to advance in their
careers.
CULTURE/VALUE MANAGEMENT
We believe in instilling our corporate core values and promoting a corporate culture that
emphasizes results, teamwork, learning, sharing, service quality and work excellence.
Internal
equity
External
equity
Employee
equity
Administration
Concepts
Compensation Techniques
Planning, Budgeting, Monitoring, Evaluating
Job
Analysis
Job
Description
Job
Evaluation
Job
Grades
Market
Definitions
Salary
Surveys
Policy
Lines
Pay
Structures
Seniority
Increases
Performance
Evaluation
Increase
Guidelines
Compensation Objectives
Role clarity and accountability.
Facilitates administration and
performance management.
Competitive wage policies and
practices.
Influence employees’ work
attitudes and behaviour.
Attract talents.
Retain talents.
Motivate employees.
Comply with regulations.
Consistency in policy
administration.
The Strategic Compensation Model
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