Human resource management Specialisation Essay

Concept of compensation-Exploring and defining the compensation contextSystem of compensatingcompensation dimensions-concept of rewardRole of compensation in Organization- Non-financial compensation systemConcept of total reward system-New trends in compensation managementThe 3-P compensation concept.Compensation and Employee BehaviourBases For Traditional give birth System and unexampled correct SystemEstablishing Pay PlansAligning Compensation Strategy with HR Strategy and Business Strategy-Seniority and Longevity pay- Linking Merit Pay with Competitive Strategy-Incentive Pay-Person focus to PayTeam Based Pay.Designing Compensation SystemBuilding internally consistent Compensation System-Creating Internal Equity through concern Analysis and Job Valuation-Building Market Competitive Compensation System-Compensation Surveys Integrating Internal Job Structure with External Market Pay Rates-Building Pay Structures that Recognize Individual Contributions-Constructing a Pay Structure -Designing Pay for Knowledge weapons platform.Employee Benefits ManagementComponents-Legally required BenefitsBenefits AdministrationEmployee Benefits and Employee ServicesFunding Benefits through VEBACosting the BenefitsComponents of Discretionary Core Fringe Compensation-Designing and Planning Benefit ProgramTotally Integrated Employee Benefit Program.Contemporary strategic Compensation ChallengesInternational Compensation and Competitive Strategies-Executive Compensation Packages Compensating Executives-Compensating the Flexible Workforce-Contingent Employees and Flexible Work SchedulesCompensation for Expatriates and RepatriatesStrategic Issues and Choices in Using Contingent and Flexible Workers.IntroductionDefinition, concerns and scope of PM. Performance Appraisals. Determinants of job death penalty. Mapping, process, sequence and cycle of PM. Performance planning and Role clarity. KPAs- Performance Targets. Trait, deportment and Results approaches to measuring performance . The impact of HRM practices on performance.Performance AppraisalAssessment center-psychometric tests. Role PlaySelf-appraisal-360 Degree appraisals-Rating-less 14 appraisals for the future of PMS. Critical incidents worksheet, Combining behavior and outcomes, attribution theory-Causal matrix. Diagnosis and Performance improvement. Performance review, Performance analysis.Performance Bench markingHuman information processing and performance loop, performance shaping factorsYerkes Dodsons Law-Corporate performance management-EFQM Excellence modelDiagnostic and Process bench marking. PM Audit, PM pathway analysis. The impact of Performance Management on Line managers and Employees.Competency routine and Pay PlansCompetency MappingMercers Human Capital WheelHuman Asset worth estimator and Accession rate-CIPD Human Capital framework, Performance, competence and Contribution related pay models. Cafeteria benefits plan, call back pay. The McBer Generic managerial competency model- Comp etency causal flow model-Competency gapCompetency Assessment-Balanced Score bill poster framework.Performance Metrics and ModelsPerformance measures pyramid. Steps for designing metrics, Wang Lab, Smart pyramid, Conceptual, DHL, RCN Models of PM, Gilberts performance matrix and Behavior Engineering model. Direction of trouble snapshot with Behavior modelMager and Pipes trouble shooting model ATI performance improvement model, Spangenbergs Integrated model of PM, Sears model for organizational performance.