POWER POINT PRESENTATION ON HR INTERVIEW
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Introduction
Human resource department is a very important department in any organization as it deal with all aspects of the employees (Phillips & Gully, 2013).
Human resource managers are required to deal with issues related to employees which includes:
compensation and other benefits
employees training
issues related to performance management
as well as organization development.
Human resource managers are required to offer advices to senior staff about financial issues, planning as well as employee performance and remuneration (Phillips & Gully, 2013).
Employees compensation strategy
Employees compensation strategy is critical in any organization.
Compensation strategy is important in determining the kind and type of talent an organization attracts
It highlights the different rewards employees receive as a reward for their service to an organization
Primary compensation strategy includes salary, incentives, bonuses, wages as well as commission (Bratton & Gold, 2017).
Better Compensation plans helps in retaining high profile employees with better talents
Salary compensation is most preferred by most organizations as it eliminates discriminations in employees compensation
Organizations should always strive to come up with better compensation plans that are unique to its current circumstances.
Employees’ compensation strategy is critical in any organization as it determines the kind of talent an organization attracts and retains. It is, therefore, essential for any organization to come up with a better. Compensation plans highlight the variety of rewards that employees receive as an exchange of their services to an organization. The primary compensation strategy includes salary, incentives, wages, as well as commission (Bratton & Gold, 2017). Coming up with a better approach is vital in attracting the band to retain crucial talents in any organization. To ensure that organizations give fair and avoid compensation discrimination and business's most several organizations today use a salary compensation strategy. Through this strategy, employees receive a fixed amount every month or year. Organizations need to come up with a compensation strategy that is unique to the current circumstances of a business (Bratton & Gold, 2017). It is important to note that for startup companies, it is not easy to compete with already established companies.
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Employee motivation
Employee motivation is key to any organization
Employees motivation should always be a strive of any organization and should happen on regular basis regardless the situation of an organization ( Phillips & Gully, 2013).
Human resource department in collaboration with the management should always ensure employee motivation is carried out at all times.
Motivation should be done wisely at all time and in a fair manner so that employees don’t feel discriminated.
Through setting and communicating with employees their expectation makes them work hard and achieve the organization aspiration and goals and this serves as the basis for fair employees motivation
Employees’ motivation
One of the critical aspects of any workplace is employee motivation. Organizations should always strive to ensure that they motivate their employees on regular routines. Surprisingly, most organizations do not offer mangers a perfect environment for motivating their employees. Motivating employees should always at all times be a management concern, even when an organization's economy is shrinking (Phillips & Gully, 2013). It is essential to come up with motivation plans that ensure that employs do not feel any discrimination in the motivation or feel any form of biasness. To ensure there the process of motivation is fair, it is essential to set employees' expectations (Phillips & Gully, 2013). Through setting expectations and making employees know them will help them to work hard in achieving their aspirations, and this will be an essential step in reducing biases in the motivation process.
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Employee compensation methods
Most organization prefer to use both basic and variable pay to compensate employees.
Variable pay is a compensation plan that is variable and dependent employees efforts
Variable pay is most preferred by organizations as it helps in recognizing employees contribution toward organization productivity, team work, quality safety and productivity.
Variable pay makes sure that employees are more productive in their work place as they seek to earn more money.
This methods ensures that employees go beyond their expectations
Basic pay is preferred as it eliminates salary discrimination among employees. This method is not mostly preferred as it bring laxity to employees
Use of daily set targets is used to ensure employees working on daily rate are able to achieve their daily objectives
.
Today, most organizations prefer to use both variable pay and basic pay when compensating their employees. Variable pays are employee compensation that is variable and mostly relies on the efforts of the employee. This method usually preferred by several organizations as it can recognize the contribution of employees towards organization productivity, teamwork, quality, safety, and profitability. Variable pay is crucial as it ensures that employees are productive in their place of work so that they can make extra money. Through the application of this payment method, employees can go above their daily expectations, and this helps in achieving organizational success. It is important to note that this method mostly applies to the sales field. Most organizations believe that offering basic pay to some extent makes employees relax in their work and thus fail to achieve their objective as they know they still get pay at the end of the month. To ensure that employees working on basic pay can achieve their goals, they provide to set daily targets to be met by employees.
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Setting salaries for employees
Coming up with appropriate wages for employees is challenging for most businesses and organizations
In most cases most organizations just estimates employees salaries which is more challenging for small organizations (Wallace $ Fay, 1988).
Two ways are used; job-based pay and person-based pay
Job-based pay usually takes into account duties attached to a job as well other factors such as individual education and seniority.
Person-based pay is mostly based on competencies, skills as well as individual achievement.
Most organizations prefer job-based pay.
Many organizations find it challenging to determine appropriate wages for any employee, as it requires several considerations. Many organizations estimate the amount of pay an employee should receive, and this process of salary determination is more challenging for smaller companies (Wallace & Fay, 1988). Two ways are considered when determining employee pay, which is job-based pay and person-based pay. Job-based pay is usually based on the duties attached to the job while considering other factors such as education or seniority of the person. When it comes to person- based pay/ skill-based compensation, this method mostly focuses on competencies, skills as well as individuals achievements (Wallace & Fay, 1988). Through this method, a person may begin working with base pay and then be rewarded as they get more skills or competency in their assigned roles. Most organizations prefer job-based pay.
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Importance of perfect employees work schedules
Most managers today are faced with challenges of coming up with perfect working schedules even with current technologies.
Better and non-conflict schedules are key in enhancing employee motivation (Shafig, 2009).
Ensuring that all positions and shifts are well staffed is key in coming up with perfect work schedules.
Managers should understand and be aware of all activities and events that take place in an organizations as this helps in better planning and eliminating hiccups.
Managers should also minimize errors in their plans and schedules.
Although research have shown that flexible time schedules for employees increases employees productivity, most organizations find it difficult to allow employees to choice the time they want to report to work.
Many managers are faced with the challenges of creating perfect working schedules for employees, even with the current technology that can be used to come up with better working schedules. Managers should strive to come up with a better working schedule to motivate employees (Shafiq, 2009). To ensure that there are perfect work schedules, managers should ensure that all positions are well-staffed, and all shifts are well-staffed. Managers should also be aware of all events to ensure that all plans go as planned and to avoid hiccups. Also, managers should ensure that all the plans are free from errors and mistakes. This will ensure that the schedules move on well with little or no hiccups. Errors such as doubling scheduling, over-scheduling, or under scheduling or scheduling employee for the wrong reason should be avoided.
When it comes to offering flexible time schedules, it means that employees can choose about the time to arrive at home or even to some extent to work from home (Shafiq, 2009). Most industries and organizations find it difficult to give employees the freedom to choose the shifts or time they want to work as this is likely to bring a lot of inconveniences, although it has been proved to be effective.
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Dealing with internal equity issues
Internal equity is a major issue for many organizations today
Many organization finds it difficult to ensure internal fairness within organizations
Most of the problems arises when it comes to valuing employees pay and duties.
It is important for HR’s to find how employee perceive pay and work (Shafig, 2009).
Internal and external financial research is also important when it comes reorganizing the pay system.
Many businesses today face challenges when it comes to internal equity, which is concerned with ensuring there is fairness within an organization or company. Problems arise when it comes to valuing employees' pay and duties. To deal with internal pay issues, it is import for HR to find out how employees perceive the pay and work (Shafiq, 2009). It is also advisable to do some internal and external financial research as it will help in reorganizing the pay system.
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Conclusion
Human resource department should always be in the front line when it comes to ensuring fair employees treatment
Employees performance is key to any organization performance.
Employees motivation and better remuneration are very important when it comes to attracting and retaining better talents in any organizations.
Fairness in work place is key in ensuring smooth running of the organizations activities.
References
Bratton, J., & Gold, J. (2017). Learning and Human Resource Development. Human Resource Management, 219-257. doi:10.1057/978-1-137-58668-1_7
Bruce, A. (2002). How to Motivate Every Employee: 24 Proven Tactics to Spark Productivity in the Workplace. New York, NY: McGraw Hill Professional.
Employee Benefits in Medium and Large Private Establishments. (1997).
Employment and compensation: United States. (n.d.). doi:10.1787/888933296587
Lauby, S. J. (2005). Motivating Employees. American Society for Training and Development.
Phillips, J., & Gully, S. (2013). Human Resource Management. Boston, MA: Cengage Learning.
Shafiq, F. (2009). Performance Management: Rewarding Employee Performance. SSRN Electronic Journal. doi:10.2139/ssrn.2250011
Wallace, M. J., & Fay, C. H. (1988). Compensation Theory and Practice. Pws Publishing Company.