Employee lifecycle (ELC) refers to the various stages of the employment process. It starts with the recruitment and ends with termination. The various stages of the employee lifecycle call for different HR management techniques for individual employees. As an example,…
PEST factors address political, economic, social, and technological factors that may influence an organization’s total rewards strategy. The following examples describe the conditions that may impact total rewards: • Political The head of government or legislative body in control most…
Internal Equity is a situation that results when people feel that performance fairly determines the pay for each individual with a certain job or that relative difficulty results in appropriate differences in pay rates between jobs. Worker dissatisfaction may arise…
Pay equity is not equal access to jobs offered by an employer. This is called employment equity, which means that women, men, and minorities have equal opportunities when applying for jobs. Nor is pay equity the fact that a person…
Equity is fairness and impartiality toward all concerned, based on the principles of evenhanded dealing. Equity implies giving as much advantage, consideration, or latitude to one party as it is given to another. Along with the economy, effectiveness, and efficiency,…
Contribution-Oriented These companies are more performance driven. They put greater emphasis on job performance and the contributions of individual employees. They focus on results but not so much on how the results are achieved. A company that instructs its sales…
Entitlement-Oriented These companies promote a caring, protective feeling and want employees to feel they are part of the family. Sometimes called a fairness orientation, or emphasis on people, these companies place a high value on how their decisions affect the…
Organizational Culture Regardless of the other factors, a compensation system must fit the organization’s culture. By “organizational culture,” we mean a system of shared assumptions, values, and beliefs that governs how people behave in organizations. Every organization has a distinct…
All organizations need to have their compensation and benefits systems support their organization’s mission and strategy. Although the degree of sophistication may vary, a good total rewards strategy should hold to some basic principles. That is, in the face of…
Here is SHRM’s definition: “Total Rewards refers to the design and implementation of compensation systems and benefit packages, which employers use to attract and retain employees.” Total rewards Includes six elements (compensation, benefits, work-life effectiveness, recognition, performance management, and talent…
Role of HR in Employee Recognition In the 2016 SHRM/Globoforce Employee Recognition Survey, the following findings were reported by HR professionals: • Organizations that had strategic recognition programs reported less frustrated and more engaged employees. • Programs tied to the…
Here is SHRM’s definition: “Employee Engagement and Retention refers to activities aimed at retaining high-performing talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing effective strategies to address appropriate performance…
PEST, i.e., political, economic, social, and technological factors, must be considered when conducting an environmental scan, strategic planning, or being engaged in other forecasting efforts in talent acquisition. World events often drive, or at least influence, environmental scans conducted by…
Conflict-Resolution Modes When a direct supervisor is unable to resolve the conflict, HR is normally brought in as an intervention and mediator. Clear and open communication is the cornerstone of successful conflict resolution, and thus HR professionals must be skilled…
Action-Centered Leadership Action-centered leadership is a model created by John Adair and states that effective leaders accomplish goals and tasks through the efforts of the team they lead. To do so, they must do three things in their leadership of…
Contingency or Situational School The well-known theories for contingency and situational leadership are the ones that accept differing leadership styles and adapt to the situations or people involved. Widely referred to as the Hersey-Blanchard situational leadership theory: there is no single…
5 Leadership Theories In this section on leadership theories, we recognize that your formal education most likely went into great depth about each of the theories. What follows is a refresher on the basics of the leadership theories that will…
In Marshall Goldsmith’s work, he identifies the 21 habits of behavior that derail a leader’s effectiveness and holds them back. These behaviors have to change and adapt to the level of leadership a person’s career grows into. The 21 bad…
Daniel Goleman’s research report about emotional intelligence focused on psychology and neuroscience offers insight into our “two minds,” the rational and the emotional. Goleman delineates the five crucial skills of emotional intelligence for leaders and shows how they determine leaders’…
Leadership Characteristics The key characteristics and skills for leadership have been written about for decades by many well-known and publicized authors. The skill set that began as hierarchical in design where coercion and intimidation were the main factors has clearly…