Beruflich Dokumente
Kultur Dokumente
Orientation
Process to introduce new employees to organization Familiarize new employee to job and Familiarization to Organization and its Values work unit Help employee to understand values, Improved Success On the Job beliefs, and acceptable behaviours
Minimizes Turnover
FOM 9.7
FOM 9.8
Employee Training
What deficiencies, if any, does job holder have in terms of skills, knowledge, abilities, and behaviors? Is there a need for training? What are the strategic goals of the organization?
FOM 9.9
Performance Management
Includes establishing performance standards and reviewing the performance Means to ensure organizational goals are being met
FOM 9.10
Compensation Management
Process of determining cost-effective pay structure Designed to attract and retain Provide an incentive to work hard Structured to ensure that pay levels are perceived as fair
FOM 9.11
Employee Benefits
Indirect financial rewards Designed to enrich employees lives Vary widely in scope Costs range from 30% to 40% of payroll costs
FOM 9.12
FOM 9.13
Labour Relations
Relationship between union and employer Union functions as the voice of employees Collective bargaining is a process to negotiate terms and conditions of employment Bargaining produces a written document called a collective agreement
FOM 9.14
HR Planning
We have found the gap, how do we fill this void? How much time should we spend on identifying the right person? Lets follow the trail of what it takes to hire a new team member in an oganization.
FOM 9.15
Recruitment
FOM 9.16
Selection
Prediction exercise
Thus, Not Perfect
Decision-making exercise Purpose is to hire the person(s) best able to meet the needs of the organization Tied Back to Strategy
FOM 9.17