Tasks Assessing Human Resource Management Responses Essay Example

and skills, job enrichment or opportunities to satisfy higher order needs such as achievement.

Measuring the process of job evaluation and determining the main factors determining salary


The Process of Job Evaluation

Job evaluation is a systematic process for determining the relative worth or size of jobs within an organization in order to establish internal relativities. It provides the basis for designing a fair job grade and salary structure, assessing jobs within the structure, and managing job and pay relativities. ( M Armstrong, 2006, pg: 660 ) Job evaluation is a lengthy process that must be approached systematically. At the start of this process, management must clearly explain the purpose and importance of this program to its employees. Afterwards, a committee is formed consisting of experienced HR specialists and employees.

On the following measure, the organization chooses the occupation from each section that they are going to evaluate. Then, the selected occupation is analyzed by the commission in detail. In this case, they investigate if the assigned task has been completed or performed well by the employee. It helps them to adjust the job description very easily. Next, the commission selects a method for rating the occupation.

There are various methods utilized to measure an occupation, which include analytical point evaluation, factor comparison, proprietary trade names; as well as non-analytical occupation ranking, occupation categorization, and paired comparisons. The choice of method by the occupation standards commission depends on the specific occupation. Subsequently, the commission classifies the occupation based on its significance and communicates this information to all employees for clarification.

Other factors influencing wage

The wage granted to an occupation can be affected

by several factors, leading to variations across roles and organizations. These factors consist of: Size of the organization - The size of the organization (revenue/turnover/employee figures) determines the position for senior and junior occupations.

The salary of managers, directors, and other junior staff in an organization is decided by the owner or head of the organization. The size of the organization affects the pay. Factors like seniority, skills, experience, and industry sector also contribute to determining salary. Seniority differs based on job rank or level and is crucial in deciding pay. The company evaluates skills and experience to determine starting salary for a particular job. Specialized or senior roles within the industry sector greatly impact the overall business.

There is significant fluctuation in wages across different industries. The location or geographical area also plays a role in determining wages. However, the level of education does not have an impact on the wage determined by the company. For example, in countries with high costs of living and other expenses, organizations may still pay employees relatively high salaries. Additionally, the type of services provided by an organization can also influence the wage levels chosen.

In the context of wages, an IT security conferencing officer earns a higher salary than a selling officer. If a company is highly profitable, employees can expect higher wages. Employee performance positively affects wages, and education level has a significant impact on determining wages.

Evaluate the effectiveness of reward systems in various contexts

Reward systems

According to Bratton ; Gold (2003), a reward system is defined as "the combination of external and internal rewards provided by the employer... it also includes the integrated policies, procedures, practices, and administrative procedures

for implementing the system within the framework of the human resources (HR) strategy and the overall organizational system."

Effectiveness of reward systems:

Motivating employees is one of the key factors in improving organizational performance.

The wages system motivates employees to excel, leading to greater efficiency and the achievement of company goals. It provides adequate support and satisfaction, fueling efforts to improve personal and organizational performance.

The wage plans serve the purpose of enhancing the connection between the organization and its employees, promoting shared understanding of their needs and objectives for the benefit of the organization's achievement.

Furthermore, these wage plans function as incentives for employees to improve their performance, providing them with the chance to earn extra wages from the organization.

When employees are aware that receiving rewards from the company depends on delivering a successful public presentation, they put in their utmost effort to improve their performance. This dedication leads to an enhancement in skills and knowledge. Furthermore, when employees receive these rewards, they invest their efforts, skills, and knowledge into furthering their learning. As a result, they acquire additional skills and knowledge while also gaining confidence in their abilities; all of which are considered as rewards. This process also encourages a heightened commitment among employees towards the organization. Employees strive to maintain their membership within the organization and show willingness to exert strong and significant efforts. Over time, they develop a steadfast belief in the goals, objectives, and values upheld by the organization.

Increased profit: The company has a high likelihood of generating net income due to the sincere and attentive work of its employees. This not only fosters a positive psychological contract between employees and the organization but also

cultivates a better working environment, leading to the retention of talented individuals. Loyalty from employees: Respect and value given to employees help foster loyalty towards the company.
Examine the methods organizations use to monitor employee performance.
There are various approaches available for monitoring employee performance, which should be done regularly. Feedback is essential as it allows employees to gauge their progress through input from their supervisors.

It offers great opportunities for employees to correct their absences. Performance evaluation is a structured and formal method aimed at assessing an individual's actual job performance against selected performance criteria. Within an organization, the employee would be interviewed to discuss their performance since the last evaluation, to identify strengths and weaknesses, and to create a development plan for improving weaknesses and enhancing strengths. Evaluation by manager - In this method, the immediate supervisor, who is directly involved with the employees' activities and has the most knowledge about the employee, provides formal feedback throughout the year. Subordinate evaluation - In this case, the employee receives direct feedback from their subordinates regarding their performance.

In the 360-degree appraisal system, all parties (employees/customers/managers/peers) who interact with the employee provide feedback on their performance. In peer appraisal, employees evaluate each other's performance because colleagues have the most familiarity with it. Self-appraisal allows employees to assess their own performance and compare themselves to others or receive feedback from management. Observation and Feedback is another method of evaluating and monitoring employee performance. Organizations employ individuals to observe employee performance and provide direct feedback. Through observation and feedback, organizations can guide employees towards the expected standards.

This text discusses the benefits of performance standards in organizations and identifies the reasons for

termination of employment with an organization. Performance standards help organizations and employees achieve the desired outcomes and compare performance to established criteria. These standards must be realistic, measurable, and expressed in terms of various factors. Reasons for termination can be categorized into voluntary and nonvoluntary, with voluntary reasons including moving to another position, retirement or voluntary early retirement, voluntary non-employment due to personal circumstances such as parenthood or studying, or taking up another position for personal or professional reasons.

• To leave an organization due to incompatible directors or co-workers.
• A desire for a change in career.

Describe the exit procedures used by two organizations
Exit Procedures Employees can leave an organization in various conditions such as voluntary resignation to advance their career, seek higher compensation, relocate, retire, accept voluntary redundancy, or simply due to dissatisfaction with how they are treated by the organization.

The following text discusses involuntary release in relation to the termination of employment due to dismissal or redundancy. The focus of this study is the issue process used by two organizations and how they manage this procedure. According to Armstrong (2003), this HR activity is considered to be one of the most unpleasant, difficult, and stressful. Hampshire County Council is committed to handling this situation in the best possible way for all its employees. They have implemented a method that involves conducting meetings for the exchange of information, aiming to continually improve working conditions and the overall work environment.

The Line Manager at Hampshire County Council is the person responsible for handling employee resignations. Before accepting a resignation, the line manager engages in discussions with the employee to address any

concerns. The manager may explore options to retain the employee by modifying their employment status, if possible. If such efforts are unsuccessful, the line manager notifies the Human Resources department of the employee's departure and confirms the departure date. HR then sends an exit interview form to the employee.

During an interview conducted by HR, employees have the opportunity to discuss various matters, including their eligibility for a one-year leave and any items they need to hand over. Furthermore, HR asks whether the information should be shared with the line director before or after the interview. The contact information is collected by the HR team and the results of the interview are recorded in the employee file. On a different note, Pizza Hut employees must inform either the business manager or store director about their resignation at least two weeks prior. In this situation, the director will initially inquire about the reason behind leaving this position.

The manager attempts to create a positive atmosphere to retain the employee. However, if the manager fails to do so within a certain timeframe, the store director will handle all the necessary paperwork for the employee's resignation. First, the director informs the HR director about the employee's resignation. Then, the director provides a form to the employee stating the specific date of termination and other details such as the employee's salary, any annual benefits owed, and return of company property.

The director accepts the surrender and sends the missive, including the signifier, to the HR Department.

The Impact of Legal and Regulative Models on Employment Termination Agreements

There are several advantages and effects of legal and regulative models on employment termination agreements. The following

are some of its impacts: enhancing job security - Firstly, it assures job security for employees. If any issues arise with the job, such as layoffs or firings, employees can receive solid support from this model. There are proper procedures in place, and employees cannot be dismissed without following the correct processes by the employer.

The implementation of measures to minimize workplace favoritism has a substantial impact on reducing discrimination. This model entails the prohibition of employers dismissing individuals due to their religion, belief, sexual orientation, color, sex, race or ethnicity. In cases where discrimination based on these factors occurs, employees will receive comprehensive support from this model. Furthermore, this model also serves to safeguard employees against constructive dismissal that is unjust or in violation of terms without mutual agreement.

When an employee resigns from their position, it is considered a voluntary resignation. Unfair dismissal occurs when an employee is terminated due to their pregnancy. On the other hand, unlawful dismissal refers to a situation where an employee is terminated without any prior notice. In such cases, the company is required to provide proper support to the employee and ensure financial security. For instance, if employment ends due to reasons such as redundancy, retirement, incapacity, or resignation, the employee has the right to receive outstanding payment from the employer, as stated in the act.

If an employer chooses to violate this act, they may face significant charges according to this policy.