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Chapter 8: Total Rewards

Org Goals

help org perform better

Compensate Employees

4 Employee Goals

Retain

Engage

Motivate

Attract

3 Forms

3. Benefits

Optional

Family

Dental

Medical

Other ie. car/phone

Retirement

Insurance

Leave (paid)

Extra vacation

Legally required

leave (upaid)

Vacation time

Worker's comp

EI

CPP

2. Incentive Pay

3 types

Organization

stock ownership

profit sharing

Team

team bonuses

gainsharing

Individual

commission

performance bonus

merit pay

standard hour

piecework

1. Compensation

2 types

Indirect

Direct

Considerations

Organization Goals

pay equity

meeting legal requirements

control cost

Quality workforce

Market Forces

Labour

Product

Legal

Pay transparency

Pay equity

Employment Labour standards

Human Rights

Decisions about Pay

Pay Structure

Pay Range

Pay grades

Pay Rates

Pay Level

Pay Fairness

Competition

Job Structure

Working Conditions

Responsibility

Effort

Skill

Chapter 7: Employee Performance

Performance Improvement plan

Follow-up

Set dates

sets Goals (future)

evaluates Gaps

Rating Errors

How to reduce

Data analytics

Calibration meeting

Training

Ratee

Unconscious bias

Rater accuracy

Rater error

Recency

Leniency

Strictness

Halo/horn

unconscious bias

Sources

Past Reports

Self

Customers/clients

Peers/Employees

Supervisors/Managers

2 Methods

Rating Individuals

Results

Execs/managers

Balanced Scorecard

MBO

Behaviour

BARS

BOS

Critical Incident

Attributes

Graphic Rating scale

Comparison

paired comparison

simple rating

Forced comparison

Criteria

Acceptability

Validity

specific

reliability

fit with strategy

Steps

6. Provide consequences or rewards

5. Identify areas of improvement

4. Evaluate Performance

3. Provide Support

2. Define employee performance/goals/behaviours

1. Organization Goals/outcomes

Purpose

Developmental

Administrative

Strategic

Chapter 11: HPO

Discipline

5 steps process

termination

Suspension

2nd written with threat of suspension

verbal

Principles of justice

interactional justice

procedural fairness

Outcome fairness

Employee Expectation Factors

how do we assess?

interviews

surveys

customers

employees

Engagement

Job satisfaction

CSR

ethics

meaningful work

knowledge sharing

teamwork

Empowerment

Elements

performance

HR AUDIT

4 levels

Impact

Effectiveness

Efficiency

Activity

people

task design

rewards Systems

Information systems

Org structure

Retain employees

managing turnover

involuntary

voluntary

Idea (right combo)

Structure

Culture

Technology

People

Chap 9: Labour Relations

Key Terms

Labour Relations

3 levels

Administering

deal with any Grievance

Procedure

decision made - like management decision or not

appeal to org

written

discuss with super

resolve conflict

Carry out terms

Negotiate

Process of collective bargaining

Agree

failure

lock-out

strike

disagreement

arbitration

concilliation

mediation

training

labour relations

conditions of work

org of work

rights of parties

Prepare

forecast cost

predict demand

gather data

review old agreements

establish objectives

Strategy

Legislation

Goals

Society

closed union

check off provision

rand formula

Management

Unions

Characteristics

increase productivity

decline in union membership

Alberta & Ontario lowest union rate

around 30%

Types

Labour Congress

Union Locals

Industrial Unions

Craft Union

Process for starting a Union

Apply to govt.

Sign membership & pay

Convince Workers