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2. INCIENTIVES PAY
Incentive pay refers to superior performance. These incentives should be aligned to
organisations goals.
Example from my own work related is that incentive compensation is a pay given to
employed who meet some performance standards. The incentive are such as:
Bonuses This are lump sum payments given for achieving a particular performance
goal. In my work related workers do get their bonuses on their birth day month.
Merit pay This is a permanent increase in this base pay liked to an individuals
performance during the preceding year. In my own work related workers salary are
being increase on the day that the worker was promoted per year
3. BENEFITS
Benefit are normally made up of compensation provided to employees in addition to their
normal wages or salaries. They are also known as fringe benefits. The benefit vary form
company to company and between levels within the company and are sometimes
dependent on and differ among positions or a specific job and employee is performing for
example, car allowance is not given to employees who are office bound or to subordinates
QUESTION 2
1. JOB RANKING
This method is one of the simples to administer. Jobs are compared to cash other based on
the overall worth of the job to the organisations. The worth of a job is usually based on
judgements of skill, effort (physical and mental) responsibility (supervisory and fiscal), and
working conditions.
Job ranking consist three type
1. Ordering
2. Weighting
3. Paired comparison
2. JOB CLASSIFICATION
Jobs are classified into an existing grade/category structure/hierarchy each level in the grade
/ category structure has a description and associated job titles each job assigned the grade
or category providing the closet match to th job. The classification of a position is decided by
comparing the whole job with appropriate job grading standard. To ensure equity in job
grading and wage rated a common set of job grading standards and structures are based.
Because of differences in duties skills and knowledge and other aspects of grades and labour
jobs, job grading standards and developed mainly along occupational lines
3. FACTOR COMPARISON
A set compensable factors are identified as determining the worth of jobs, examples of
compensable factors are such as:
1. Skills
2. Responsibilities
3. Effort
4. Working conditions
The jobs are the priced and total pay for each job is divided into pay for each factor.
QUESTION 3
This formats provide the rate with a list of description of job related behaviours that have to
be marked if they are descriptive of the individual being reated
In a variant of this format the summate rating method behavioural statements are followed
by a linker type scale of response categories each of which is weight for example strongly
agree = 5 to strongly agree = 1 the weight items are then summed and represent the
overall performance score of individual.
Although this format does not really lend itself to diagnostic feedback, it has the advantage
of being behavioural rather than trait based and acceptable reliability and controls for some
rating errors.
QUESTION 4
It can take longer and cost more than hiring form with the organisation
It can also damage employee morale because current employees may feel this
lessens their chances for promotion
It also takes more time to train an external candidate uses, therefore taking the
candidate a little longer to get up and running
It can be difficult to tell by a candidate information whether or not he/she will fit in
with the company and its employees while a new employee may bring fresh
outlooks and ideas this can b consider a disadvantages, because these with current
employees
External sources
These organisations usually build up pools of potential job candidates over time.
People register with them, and we might thus approach them to see if they have
any likely candidates who profiles might be aligned with our needs. These
agencies might also advertise or use their placements database.
Walk-ins
Often prospective employees will apply directly to the organisation in the hope
that a vacancy exists, or will complete and application form and send it to the
enterprise concerned. One third of employees obtain their jobs in this manner.
Referrals
This is a word of mouth technique in which preset employees refer candidates
from outside the organisation. It is an inexpensive technique which is effective in
finding candidates with specific skills.
Professional bodies
According engineering and scientific institutions look after the interest o their
members by allowing vacancy advertisements in the publication
Educational Institutions
Schools , colleges, technikons and universities provide grass roots level
opportunities for recruiters to pick the cream of the crop. This is especially
targets and professional appointments.
QUESTION 5
A. CHARISMATIC LEADERS
B. TRANSFORMATIONAL LEADERS
C. TRANSACTIONAL LEADERS