Investigations are appropriate in several circumstances within an employer’s organization. They can be helpful in a grievance-handling effort and are essential in determining the validity of discrimination complaints. Whenever there is a need to determine facts surrounding a complaint, an…
HR needs to develop a strategy that is aligned with the capabilities needed to implement the organization’s overall strategy. Becker, Huselid, and Beatty wrote in The Differentiated Workforce that HR must shift its focus from employees to one strategy, and…
Metrics There are many different metrics to select from, and the formulas can vary. It’s important to use a consistent formula when benchmarking HR practices. Here are the typical metrics used for measuring the HR value: • Absence rate •…
There are seven types of organizational structures. • Departmental • Chain of command • Span of control • Work specialization • Formalized • Centralized or decentralized • Matrix Departmental. This is where tasks are divided into separate duties, grouping people…
The future for HR includes increased accountability for workforce productivity, performance, collaboration, innovation, and culture. In the future, new core HR competencies would emerge requiring strong technical, analytical, and creative skills. • HR would replace its one-size-fits-all policy focus with…
The strategic role of HR professionals is to strengthen the relationship between the employees and the employer. The Evolving Role of HR Professionals The role of human resources has evolved over the years, probably more so than any other department…
There are several definitions of perquisites; perhaps the most common is “Any monetary or other incidental benefit beyond salary; a gratuity; a privilege or possession held or claimed exclusively by a certain person, group or class.” These are some of…
Pay Structure After an organization has determined its relative internal job values (i.e., job evaluation and collected appropriate market survey data through pay surveys, work begins on developing the organization’s pay structure, including creating pay grades and establishing pay ranges.…
Market-Based (External) Job Evaluation. A market-rate system is not a true job evaluation system; however, in certain cases, market value can be used to price jobs— particularly when the organization is sensitive to competition. These prevailing rates are used to…
The compensation system design process includes four key activities: job analysis, job documentation, job evaluation, and pay structure. Job Analysis Before we address the process of job analysis, we should first address what is a job. A job may be…