HND人力资源管理实务

Introduction:reportisalltheAGBellltd.First,itobjectiveconstraintofthisitsystemdifferencebetweenevaluationanalyticaljobschemes.Last,itexplainsthetermnon-discriminatoryjobstatusculture.atermthattothetotalpaythatareofferedanemployeeinexchangefortheirlabors.peoplebelievethatoneofsystemforwouldbeare3objectivesofanorganization’sremunerationsystem.First,needknowthattheyareinaccordancewithwhatotherpeoplebeingpaidinThan,arepaidafairrateinrelationwhatpaidinoccupationcircumstance.needtoknowthattheyareinaccordancewiththeirlegalAfterthat,someplaceupontothattheirpolicies,structuresfair.constraintsinremunerationFirst,objectivesofwilleffecttheorganization’swillalsoinfluencesystem.IfthefinancethemaybeeasilyLast,marketsupplyistheconstraintofremunerationsystem.Ifshortageisincrease.remunerationwilleffectivelyforthethem.systemsfallintotwocategories.Thebasicsystemsthatpaydoesnotvaryinrelationtoachievementsperformance.Anemployeepaidfixedamountorasatimerate’,paymentisupontheamounttheemployeehasatwork.InthebasicrateisestablishedforallinbutareincrementalallowforpaythescaleonofofprovidesrewardforloyaltyForABellltd,theremanyobviousadvantagesiftheypayFirst,thebasicsimplecheaptopaydoessignificantlyfromtoevenABellltdhasmanystaff,systemwillreducethecostofadminister.becauseofbasicsystemsallowbeforecastedwithaccuracy.ThisveryforABellltdwillexpand,andthiswilleasilyfortheplanning.However,approachthatGBellltdusesthisratedoofferincentivesforpayrewardstimeatwork,effortorfeelcolleagueswhoarelesshardbeinglessproductive,theamountpayasareexpandingeffortIfABellltdusesthisitbelevelsedgetechnology.relatedapaymentwherepaidtoandependonspecifiedbeingachieved.APRPschemetomotivatetoinapurposefulinaccordancewithForAGBellltd,manyadvantages.example,itadirectincentivetargetsthecontributionanemployeeisrecognizedwithtangibleThen,aperformancecandevelopedwithitsLinefromframeworkforsettinggoals.Itshouldindividualperformance.Afterperformancepaycanencouragethus,thiscanimprovecompetency,andforourwholeprofitwillthishasForABellltdindividualPRP,beallegationsoffavoritismtheperformanceoftheirThen,itbetothetheemployee’stotheobjectivesAfterthat,itwillgoodtheteamItrequiresalllinewouldneedberuneffectively,whichbecostlyOtherwise,therearespecificdisadvantagesthattocompetencypay.ForHighlyworkerswillbebe‘’ortoleaveifbefromdutiestoundertakemightberesentmentallegationsofAfterthat,workersceilingopportunitiesbecomede-motivated.onsituations,IthinkthattheAGBellltdshouldcombinethesesystemstoourstaffandoftheorganization.ofareoftenasoranalytical.Non-analyticalcanthreedifferentwholejobpairedcomparisonarejobsaredownintoasscoresforeachofthejobarewithafinaltotalgivinganoverallTheanalyticalwherejobsarebrokendownintocomponentsandnon-analyticalwheretheareasaTheuseofananalyticalschemeoffersabetterdefenseofaclaimisantribunalforequalpayforworkofequalvalue.Afterthat,analyticalgreaterobjectivityinasaredowninwhilenon-analyticalarelessthananalyticalschemes,butaresimplercheaperForexample,wholejobeachofjobsdoesnotthethedifferentelementsinvolved.Thissimpletoimplementunderstand,isespeciallyusefulhasonlyaverywithtechnique,eachjobasawitheachjob.Arankcanfromthetotalscoresofjob,jobswithsimilarcangroupedforpurposes.pairedmethodslightlythanwholemethodinthatitattachestojudgmentsthatmade,butformoreanythingofabout30jobs,ofcomparingwithotherbecomesJobisalsoofInsystemofjobevaluation,arepredeterminedthejobtakesplace.ThistoItisausefulmethodjobsanalyticalmethodbecomplicatedtime-consumingAfteranalyticaljobpointspointsfactorschemes.Pointfactorjobdownjobintoaofthatidentifydifferentelementsofjob.ThemainfactorsbefurtherintosubDifferentdegreesatwhichfactorcanbepresentinofthearedefined.Pointseachaccordingtopredeterminedscale-processis‘weighting’.jobschemeisananalyticalfactorjobskill;forpeople;emotionalinitiative.excludingfactorisimportantforawillinitbeingundervaluedinrelationtheitselfdiscriminatory.Allbenon-discriminatorythatmayofmaleorfemaleshouldbehastoForexample,itcanavoidtheemployercomplaint.Then,theanalyticalcanlesstheimproveItcankeepoffromtheofsystemmakeemployertreatallstafffairlyjobbasedontheirAfterthat,ittoemployees.Forcanenjoytheirintheorganization.willbecomerichconfidenceandjobpositive.ItcanimprovetheoftheirAfterandwithcriminaltoworkandtheirSinglestatusinallstaffonpaystructuredandthesameconditionsofservice.A‘statuscultureprevailswheretheuponworkingtowardsgoal,irrespectiveoforpositioninthehierarchyorTheofstafflesspreferentialparkingspacesworkersarealmostForcandesignaflexibleemployeebenefits.Weallowallinenjoysthedifferentforthis.opportunity;discountlifeinsuranceandsoon.Afterbenefitssameco