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Strategic human resource management (SHRM) is a concept that integrates traditional human resource management activities within a firm's overall strategic planning and implementation.
Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need.
This idea that the human resources of a firm can play a strategic role in the success of
An organization has led to the formation of a field of research often referred to as strategic human resource management (SHRM).
There are two types Strategic HRM: Approaches of the SHRM
Human Resource activities with competency based performance measures.
Human Resource activities with business surpluses or profit.
Planning performance: Planning performance is very important in HRM. HR manager set the human resource planning & after implementation manager measure to performance. Planning performance begins by developing a profile of the current status of human resources. Planning performance objectives of continuing healthy operations, the organization requires human resource planning. Specifically, human resource planning is the process by which an organization ensures that it has the right number & kinds of people, at the right place.
Importance of shared view of expected performance.
Trend to use specific objectives with time table.
Planning training, development & resource in important.
Importance of shared of expected performance: Importance of shared of expected performance is very important in modern SHRM. If (HR) manager want to be a expected performance, definitely (HR) manager share expected performance in his employee.
If (HR) manager does not set the expected performance & don't shared this topic other employee then create a many barrios. These barrios are ---------------------------
Does not Measure actual performance against expected performance.
Does not identify employee training and development needs, and plan for career growth.
The primary purpose of shared of expected performance Evaluation is to provide an opportunity for open communication about performance expectations and feedback.
Trend to use specific objectives with time table: Trend to use specific objectives with time table defines the all employee, otherwise employer does not identify company destination. So, trend to use specific objective with time table is very important in (SHRM). Define clearly company objectives all employer. Like, RANGS electronics in Bangladesh set their yearly target sales volume. HR manager in RANGS electronics train up their employee and define the company current year goal. Then employee is work to try achieving their goal.
Importance in planning, training, development & resource: Planning, training, development & resource are very important & necessary part in (HRM). Under the describe planning, training, development & resource -------------------------
Importance of Planning: Planning is not as easy as one might think because it requires a concerted effort to come out with a programmer that would easy your work. Commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.
HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions:
How many staff does the Organization have?
What type of employees as far as skills and abilities does the Company have?
How should the Organization best utilize the available resources?
How can the Company keep its employees?
All question solution maker in planning process of HRM.
Importance of training & Development:
Optimum Utilization of Human Resources - Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
Development of Human Resources - Training and Development helps to provide an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.
Development of skills of employees - Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.
Productivity - Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.
Team spirit - Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.
Organization Culture - Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.
Organization Climate - Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.
Quality - Training and Development helps in improving upon the quality of work and work-life.
Healthy work environment - Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.
Health and Safety - Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.
Morale - Training and Development helps in improving the morale of the work force.
Image - Training and Development helps in creating a better corporate image.
Profitability - Training and Development leads to improved profitability and more positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies
Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.
Resource: Human resource planning begins by developing a profile of the current status of human resource. Human Resources as: "The people that staff and operate an organization â€¦ as contrasted with the financial and material resources of an organization. Such reports would include list of name, education, training, prior employment, current position, performance ratings, salary level, languages spoken, capabilities & specialized skills for every employee in the organization.
Supporting performance: Supporting performance is latest HRM part. Under describe the Feedback method.
Feedback: The feedback is one of the most important tools provided by Human Resources to managers as the motivational tool. The feedback by Human Resources is organized usually in the process of the performance appraisal.
When speaking with HRM Professionals, you can hear a lot about the performance management process and the forms used to formalize the whole process of the performance appraisals. Generally, the manager should about the feedback and the quality of the feedback provide the performance appraisals to the individual employee. But as the HRM Function wants to have a control over the whole performance management process, the main stress is put on the formal record of the whole performance appraisal discussion. The performance appraisals can have a huge impact on the future of the employee in the company. When the feedback is provided correctly and the manager makes a follow up of all the agreements done during the performance appraisal interview, the performance appraisals can work without any formal documents. As the HRM Function is responsible for the performance management process, it brings new and better performance appraisal forms every single year. And the result usually fails every year. The managers and the employees do not see the benefits of participating in the performance review process as they take it as an activity driven by Human Resources for Human Resources.
Review Performance: HR Managers performance appraisals or annual reviews as one of their most disliked tasks. Performance management eliminates the performance appraisal or annual review and evaluation as the focus and concentrates instead on the entire spectrum of performance management and improvement strategies. These include employee performance improvement, performance development, training, cross-training, challenging assignments, 360 degree feedback and regular performance feedback.
360 degree feedback: 360 degree feedback (also known as 'multi-rater instruments' & 'multi - source assessment') is the most radical recognition of multiple stakeholders in an individual's performance. Information is usually collected (anonymously) through questionnaires, either on paper or online. Traditional performance measurement systems have rarely operated on more than one or two dimensions. However, 360 degree feedback is designed to enable all the stakeholders
in a person's performance to comment & give feedback. This includes the current (and perhaps previous) boss (including temporary supervisors) peers & co-workers, subordinates & even external customers. Finally, the employee's own self - assessment is added & compared.
The advantages of 360 degree feedback are as follows.
It offers the opportunity to build up a rounded picture of an employee's performance: the more relevant parties contribute, the more complete the picture.
Multiple appraisal may reduce or at least balance the element of subjectivity which inevitable enters appraisal of one individual by another.
360 degree feedbacks increase the amount & openness of multi-directional task & performance - related communication in the organization. This is particularly beneficial in the case of cross-functional communication, creating opportunities for improved integration, co-ordination & knowledge / ideas sharing.
The extensive information-gathering process, & feedback from key performance areas & contacts (including customers & suppliers, where relevant), signals the seriousness with which appraisal is regarded by the organization, reinforcing commitment to performance management & improvement.
For the recruitment FITRIGHT Company consider such point
Job centers: Job centers are one of the parts in selection process. Job centers provide many print media or online media provide this service. Like some news paper has published job announcement specific area.
Employment agency: Today many organizations grow up in employment agency. Their activities are supply and ensure to competitive candidates multinational & many other companies. An executive-search firm is a type of employment agency that specializes in recruiting executive personnel for companies in various industries. This term may apply to job-search-consulting firms who charge job candidates a fee and who specialize in mid-to-upper-level executives. Some states require job-search-consulting firms to be licensed as employment agencies. Fitright Company can follow this method.
Selection Consultant: Many organizations hire the Consultants. Usually Consultants are analysis job placement, recruitment process & who are the appropriate for the job right person. They are chose the suitable position suitable person and match the job requirement.
Visiting the University: Fitright Company can visit well known universities for example fitright give may call to then fitright can arrange interview and select right candidates. Then Fitright can arrange interview and select right candidate. Like many company goes to Engineering University of India every year and chose the appropriate person.
Internet: Today most popular system in Internet. Job seekers and job providers dependable in job web sites (Internet process).Many web sites provided the service. Like Bangladeshi website Bd jobs web sites is the largest website in Bangladesh. Job offering company published their vacancy announcements in job web sites. Job seekers apply the job. Fitright Company can use this system.
All of those processes are recruiting purpose.
For selection Fitright Company may consider such point
Consider job analysis and review: Job analysis and job review are most important part of HRM. HR manager may analysis and review the job selection. The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. The methods Fitright Company can use to determine job element & the concomitant knowledge, skills & abilities necessary for successful performance include the following:
Individual interview method.
Group interview method.
Technical conference method.
Job performance reviews can be stressful, especially when feel that are being criticized for work methods and manner. Responding in a thoughtful, objective and proactive manner to a job performance review will make the experience a positive one for and for the future of your job. If you take the attitude that you can learn from a performance review, you'll grow even better within chosen field of work. Always keep in mind that the way that responds to a performance review says a lot about your character and influences the next review. Fitright can use the following:
Read review carefully.
Try to read it objectively.
Remember that everyone has areas that could be improved upon.
Analyzing labor market / employee: Fitright can analyze labor market / employee. Because this is very important for any organization. Make good relation to labor union leader. Observed by labor / employee demand and other basic need. Ensure appropriate wages in labor/employee. Compare others company labor wages. Motivation to the all labor /employee. Maintain the primary labor act / rule. HR department develop the Ethics sense & apply the labor/employee.
Networking with people in the industry: Fitright can consider Networking with people in the industry. This method is making good relation other company's employee. Networking other company's employee. Because that was help to Fitright company. Networking is a process whereby meaning is defined and shared between living organisms.
Utilize both job criteria & specification: The process of developing job criteria helps you articulate the most important outcomes need from an employee performing a particular job. A well-written job criterion tells an employee where their job fits within the overall department and the overall company. Job specification mean describes the knowledge, skills, education, experience, and abilities essential to performing a particular job. Fitright can check and utilize both job criteria & job specification.
Fitright can consider such as option as
Fitright can use the interviews system. There is job seekers come to interviewers & face to interviews. Interviewers use to sample question between jobseekers. Like what extracurricular activities were you involved in? Why did you choose you're major? You have supervised people in the past. What were their titles and what type of supervision did you give them? Fitright can apply testing. Testing system mean is company authority can check jobseekers intelligence, aptitude, ability & interest test provide major input to the testing system. The assessment center method involves multiple evaluation techniques, including various types of job-related simulations, and sometimes Interviews and psychological tests. Common job simulations used in assessment centers are: In-basket exercises, Group discussions, Simulations of interviews with "subordinates"
Or "clients", Fact-finding exercises, Analysis/decision-making problems & Oral presentation exercises. 'Work sample' is a method of testing ability by giving the candidate a sample of typical work to do and evaluating their performance. Work samples may appear as short questions along the lines of 'What would you do in this situation' or more complex scenarios to analyze. References mean any high corporate man he or she refer to jobseekers and suggests good.
Identify development / training need: Identify development or training need is most important in organization. Because, if HR manager does not identify which department and which employee need to training in specific area. Then company face to many problem. Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. So, Fitright Company carefully identifies which employee need to right training is the right time. Today world market is very competitive, so in this time very need to productive employee. Right development or training right employee can be a make productive employee.
Design development or training activity: Fitright company can designing training plan to enhance introductory understanding and/or skills in management, leadership or supervision, and then follow the directions in the appropriate topics Management Development, Leadership Development or Supervisor Development. Design development or training activity many types. Fitright can use such point
On the job development or training.
Off the job development or training.
On the job development or training: Basically this training appropriate for senior employee. This method of training uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees. Fitright can use this method in senior or experienced employee.
On the job development or training advantages are
Low cost - does not require the development of potentially expensive training materials or classroom/computer-based instruction.
Well suited for small groups - OJT is often the most practical training method when you only need to train one or two employees at a time. Some time some employee meets to same training same organization. That also well suited for small groups.
Off the job development or training: This method usually use to new comer employee. Off the job training involves employees taking training courses away from their place of work. This is often also referred to as "formal training". Off the job training courses might be run by the business' training department or by external providers. Fitright can use the method new comer employee.
Off the job development or training advantages are
Can be a source to supply the latest information, current trends, skills and techniques for example current employment legislation or other company law and regulations, current computer software or computerized technologies or improved/innovative administrative procedures. These new skills can be brought back and utilized within the company.
This type of training gets employees away from their work environment to a place where their frustrations and bustle of work are eliminated. This more relaxed environment can help employees to absorb more information as they feel less under pressure to perform.
Carry out development or training session such as point is
Coaching: Coaching is the most important part employee development. Fitright can use Coaching in carry out development or training session. HR manager guide their employee. Other manger also observes and tips their employee. Just as track coaches' observe, analyze and attempt to improve the performance. Coaching, with a professional coach, is the practice of supporting an individual, referred to as a client, through the process of achieving a specific personal or professional result.
Job rotation: For the executive, job rotation takes on different perspectives. The executive is usually not simply going to another department. In some vertically integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view. Learning how the organization is perceived from the outside broadens the executive's outlook on the process of the organization. Or the rotation might be to a foreign office to provide a global perspective. Fitright can apply this method.
Lecture courses: It is one of the oldest methods of training. This method is used to create understanding of a topic or to influence behavior, attitudes through lecture.
A lecture can be in printed or oral form. Lecture is telling someone about something. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic. Training is basically incomplete without lecture. Fitright can hire trainer and train up the employee. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method.
Simulation exercises: Simulations exercises are structured and sometimes unstructured, that are usually played for enjoyment sometimes are used for training purposes as an educational tool. Training games and simulations are different from work as they are designed to reproduce or simulate events, circumstances, processes that take place in trainees' job. Fitright can identify which employees are boring to same work. Then changes to job responsibilities make a productive employee.
Evaluate development are
Evaluate the employee performance: Fitright Company need to after the accomplishing the development activities evaluate the employee performance. It is very important for any organization or company. Because company all ready invest money in development or training purpose. If the employee performance does not evaluate, manger does not identify which employee need to right training. Other wise employee does not grow up productively. To identify, whether employee need more training or not. Aside to this, to improve the training tools, techniques performance evaluation is very necessary. It is also important because of where it is necessary provide training. After the finish the development or training and employees activities are well then manger identify the training are most effective. Finally this is very important for fitright company other wise very tough to identify what types training need for employee.
Awareness of the link between management style & employee relation: Maintaining healthy management and employee relations in an organization is a pre-requisite for organizational success. Strong management & employee relations are required for high productivity and human satisfaction. Employee relations generally deal with avoiding and resolving issues concerning individuals which might arise out of or influence the work scenario. Strong management & employee relation depends upon healthy and safe work environment, cent percent involvement and commitment of all employees, incentives for employee motivation, and effective communication system in the organization. Healthy employee relations lead to more efficient, motivated and productive employees which further lead to increase in sales level. Employee need to "Unions". Management accepts "Unions" legal way & no barrios build up against employee.
Good employee relation signifies that employees should feel positive about their identity, their job as well as about being a part of such a great organization. Despite the importance of strong and healthy employee relations, there are circumstances in the life of every organization when employee and management relations are hampered.
When the employees do not behave as per accepted norms of behavior, it is known as employee indiscipline. Absenteeism, change in employee's behavior, slow performance and grievances are all forms of employee indiscipline. Thus, when the employees fail to meet management expectations in terms of standard performance and behavior, it is referred to as indiscipline. In such cases, it must be ensured by the management that steps should be taken so that employee's behavior is in conformity with the managerial expectations.
Fitright concern about the link between management style & employee relation.
Trade union reorganization & employee involvement: Organization whose membership consists of workers and union leaders, and whose principal purposes are to negotiate wages and working condition terms, regulate relations between workers or members and the employer, take collective action to enforce the terms of collective bargaining, raise new demands on behalf of its members, and help settle their grievances. Trade unions are generally classified as: Company union that represent of only one firm and may not have any connection with the trade union movement. So, it is very important any company or organization. Even company make the trade union & run the trade union legal way.
All the case studies were of companies that were trying to move away from a 'traditional' reactive role for trade unions, to one where representatives were actively involved in the development of business plans and strategy. Trade unions were recognized in at least part of all the companies involved in this study and were seen as integral to the involvement and consultation processes. In contrast to other case study research, the trade unions at these organizations felt neither marginalized by the employee involvement initiatives, nor compromised in their roles as employee representatives by partnership working. In most cases employee involvement was seen to confirm and strengthen the role of trade unions within the organization.
Today many Companies that were trying to move away from a 'traditional' reactive role for trade unions, to one where representatives were actively involved in the development of business plans and strategy. Trade unions were recognized in at least part of all the companies involved in this study and were seen as integral to the involvement and consultation processes. In contrast to other case study research, the trade unions at these organizations felt neither marginalized by the employee involvement initiatives, nor compromised in their roles as employee representatives by partnership working. In most cases employee involvement was seen to confirm and strengthen the role of trade unions within the organization.
Work place agreement & legislation: Work place agreements were formalized individual agreements negotiated by the boss and employee. Employers could offer "take it or leave it" work place agreement as a condition of employment. They were registered by the employment advocate and did not require a dispute resolution procedure. These agreements operate only at the federal level. Work place agreements were individual written agreements on terms and conditions of employment between an employer and employee. Under the Workplace Relations Act 1996. A work place agreement could override employment conditions in state or territory laws except for occupational health and safety, workers' compensation or training arrangements. A work place agreement was required to meet only the most minimal Fair Pay and Conditions Standard. Agreements were not require including effective dispute resolution procedure, and could not include prohibited content. Agreements were for a maximum of five years; approved, promoted and registered by the Workplace Authority; operate to the exclusion of any award; and prohibit industrial action regarding details in the agreement for the life of the agreement. So, CEO concern about work place agreement.
Legislation is very necessary part in organization. This section provides information on the Workplace Relations Act 1996, those parts of the social security law and other legislation that is currently administered in the Employment and Workplace Relations Portfolio. This section also provides information on Employment and Workplace Relations such as point are
Employment and workplace relations billHYPERLINK "http://www.workplace.gov.au/workplace/Publications/Legislation/EmploymentWRBills/"s.
Fair work Act.
Work place relation act.
Those are work place legislation. Company high authority care fully handles about work place agreement & legislation. Fitright concerted about work place agreement & legislation.
Figure: Performance cycle
Three key steps are describe such as
Georgia Tech strives to provide an environment where all employees understand the impact their contributions have on the achievement of Institute goals and are provided the opportunity for ongoing professional growth. We reinforce this belief through strong performance management that culminates in a review of annual performance.
Three key steps are describe such as
Planning performance: Performance planning is a critical component of the overall performance management process which sets the stage for individual career success as well as organizational success.
Shared view of expected performance is very important because if employee does not know the manager is what his or her manager expected from employee. Then it become difficult for the employee performs at top. Fitright need to explain the expected performance from employee.
Toyota company in Tokyo (Japan) branch manager said to sales employee that this year their sell in 5000 primeo model car. Sales executive & sales employee try to full-fill this target. That is trend to use specific objective with the time table. Fitright can follow this culture in their organization.
Establishing Training Goals - defining overall training results and capabilities employees achieve through completion, such as pass a specific work related qualification exam.
Training and Development Planning for Employees: Workforce Training Designed to meet a Company's Goals and Objectives. Other wise employee does not capture what is the company objective. Fitright can introduce this system for company employee.
Manage performance: Manage performance is making can a good inspiration for employee.
Managers can play good role in this situation. Managers can tactfully comments for employee. Managers can provide effective tips in his/her employee. Managers can help to 360 degree feedback or coaching. 360 feedbacks is the important method in this situation. Coaching also good system supporting performace.
All human beings are born with a dream, which are there goals in their life. Attaining a goal is not that easy and hence there is a need for a clear and correct path for the easy attaining the goals. This easy attaining of the path can be achieved with the help of a coach and coaching. And so it is said that "coaching" is the practice of giving sufficient direction, instruction and training to a person or a group people, so as to achieve some goals or even in developing specific skills. Manager or company authority can helps the employee Motivational speaking, Seminars, Workshops, Supervised practice. Fitright can use coaching system.
Reviewing performance: Performance appraisal systems are designed to serve the company's and employee's interests. They are used to inventory the abilities and resources of employees and to let an employee know where he stands so that he will be stimulated to improve his performance.
Employee motivation can be enhanced and performance improved with the monitoring of employees' performance level and the use of feedback to advise those employees about their
Effectiveness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching basis or on a formal basis, annually or biannually. Fitright can observe the appraisal system for evaluation.
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms. Fitright can practice 360 degree feedback system.
Fitright may concern reviewing performance.
Job evaluation: Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.
Job evaluation needs to be differentiated from job analysis. Job analysis is a systematic way of gathering information about a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay-equity between jobs.
The purpose of job evaluation is to produce a defensible defensive ranking of jobs on which a rational and acceptable pay structure can be built. The important features of job evaluation may be summarized thus:
It tries to assess jobs, not people.
The standards of job evaluation are relative, not absolute.
The basic information on which job evaluations are made is obtained from job analysis.
Job evaluations are carried out by groups, not by individuals.
Some subjective element is there in job evaluation.
Job evaluation does not fix pay scales, but merely provides a basis for evaluating a rational wage structure.
Fitright can use the Job evaluation.
Standard Industry pay system for employee: This solid understanding of salary guidelines is important. Arm with information about what is reasonable and standard in profession and industry. Also keep in mind whether bring any extraordinary skills to that position, skills employer may value and compensate accordingly. Most companies, government agencies, and nonprofit organizations have an established salary structure. This is typically a salary range for each job level, commensurate upon factors such as experience and education. However, private businesses rarely make this information public, so unless have some insider information, can only make informed guesses as to the salary range for the job that want. However, thanks to modern technology - as well as all of the human resources executives who are fond of conducting industry-wide salary and benefit surveys to keep tabs on their competitors - can now access salary data through hundreds of surveys posted on the Internet. In fact, when it comes to researching salary guidelines industry, the Internet can be best friend. It also can't hurt to call the company and ask if they can provide with basic salary information.
Consider Payment complain against the employee or worker: Interested in discovering employees' most serious complaints? Knowing what makes employees unhappy is half the battle when think about employee work satisfaction, morale, positive motivation, and retention. Listen to employees complain and provide opportunities for them to communicate with company managers. If employees feel safe, they will tell what's on their minds. Work culture must foster trust for successful two-way communication.
HR Solutions, Inc., a Chicago-based management consulting firm specializing in employee engagement surveys, analyzed recurring themes in employee surveys and compiled the following top ten lists. These are the items employees consistently complain about on surveys and in interviews. How many are true in workplace?
Higher salaries: pay is the number one area in which employees seek change. Can foster a work environment in which employees feel comfortable asking for a raise.
Internal pay equity: employees are concerned particularly with pay compression, the differential in pay between new and longer term employees. In organizations, with the average annual pay increase for employees around 4%, employees perceive that newcomers are better paid - and, often, they are.
Pay increase guidelines for merit: Employees believe the compensation system should place greater emphasis on merit and contribution. Employees find pay systems in which all employees receive the same pay increase annually, demoralizing. Such pay systems hit the motivation and commitment of your best employees hardest as they may begin asking what's in this for me.
Human Resources department response to employees: The Human Resource department needs to be more responsive to employee questions and concerns. In many companies, the HR department is perceived as the policy making, policing arm of management. In fact, in forward thinking HR departments, responsiveness to employee needs is one of the cornerstones.
Communication and availability: Let's face it. Employees want face-to-face communication time with both their supervisors and executive management. This communication helps them feel recognized and important. And, yes, your time is full because you have a job, too. But, a manager's main job is to support the success of all his or her reporting employees. That's how the manager magnifies their own success.
Workloads are too heavy: Departments are understaffed and employees feel as if their workloads are too heavy and their time is spread too thinly. See this complaint becoming worse as layoffs; the economy; your ability to find educated, skilled, experienced staff; and your business demands grow. To combat this, each company should help employees participate in continuous improvement activities.
The job satisfaction study included over 2.2 million respondents with 2,100 organizations representing various industries, all surveyed by HR Solutions, Inc
Fitright can upload more information between consult staff to see their complain about their pay.
Employee Participation in evaluation along with incentive & pensions:
Simplified Employee Pension plans (SEPs) can provide a significant source of income at retirement by allowing employers to set aside money in retirement accounts for themselves and their employees. Under a SEP, an employer contributes directly to traditional individual retirement accounts (SEP-IRAs) for all employees (including the employer). A SEP does not have the start-up and operating costs of a conventional retirement plan and allows for a contribution of up to 25 percent of each employee's pay.
Advantages of Simplified Employee Pension plans (SEPs)
Contributions to a SEP are tax deductible and your business pays no taxes on the earnings on the investments.
Not locked into making contributions every year. In fact, decide each year whether, and how much, to contribute to employees' SEP-IRAs.
Sole proprietors, partnerships, and corporations, including S corporations, can set up SEPs.
Administrative costs are low.
Employee - An "employee" is not only someone who works for company, but also may be a self-employed person as well as an owner-employee who has earned income. In other words, can contribute to a SEP-IRA on own behalf. The term also includes employees of certain other businesses you and/or family own and certain leased employees.
Eligible Employee - An eligible employee is an employee who:
Is at least 21 years of age, and
Has performed service for you in at least 10 of the last 15 years.
All eligible employees must participate in the plan, including part-time employees, seasonal employees, and employees who die or terminate employment during the year.
SEP may also cover the following employees, but there is no requirement to cover them: Employees covered by a union contract;
Fitright can consider simplified employee pension & other intensive.