Documente Academic
Documente Profesional
Documente Cultură
Capabilities
Jobs
Technical
Managerial
Human
Concept
ual
Skilled workers,
Very much
operators, clerks,
essential
typist, foreman, etc.
Not
Needed
First level
supervisor, junior
Very essential
A few are
desirable
Some
desirable
Some
essential
Not
Needed
Some
important
many not
essential
Important
Some
essential
A few
are
useful
Junior &
middle
level
manager
Some
important
many not
essential
Important
Some
essential
A few are
useful
Senior
managers,
Head of
Dept./Sec
A few are
desirable
Very
essential
Many are
needed
Some are
important
Desirable
Unit Heads,
GM etc.
A few are
desirable
Very
essential
Many are
essential &
important
Essential
Chief
Executives
Not needed
Important
Very
essential
Most
Essential
Traditional
Modern
HR Scorecard
HR Accounting
Competency Mapping
Assessment & Development
Centre
360 degree Appraisal
540 degree Appraisal
Management by Objective (MOB)
Behaviorally Anchored Rating
Scale (BARS)
Development of Reward
Strategy
Business Strategy
Satisfy need and expectations of stake holders
Provide added value to customers
HR Stratery
.
Obtain, develop and retain the skilled, motivated & committed people the organization needs
Reward Strategy
Define what the organization wants & is prepared to pay for encourage & support desired behavior
Develop & maintain competitve pay policies which will attract & retain high quality people.
Adopt a total rewards approach which includes a mix of rewards the best meets & individuals needs.
Reward Management
Process
Non Financial
Rewards
Employee
Benefits
Market
Surveys
Business
Strategy
Reward
Strategy
Pay
Structures
Pay Levels
& relativities
Total
remuneration
Improved
performance
Job Evaluation
Performance Pay
Perfomance
Mangement
Employee
development
THANK YOU