TEST 2 rrr (Repaired).docx - OBHR Exam 2 Review Action learning O Managers work on projects outside their department O Usually a team project American

TEST 2 rrr (Repaired).docx - OBHR Exam 2 Review Action...

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OBHR Exam 2 Review Action learning: O Managers work on projects outside their department O Usually a team project American Federation of Labor and Congress of Industrial: • Voluntary federation of about 100 national and international labor unions in the U.S. • Formed by a merger of the AFL and CIO in 1955 Broadbanding: • A current trend is to collapse multiple salary grades and ranges down to a smaller number that contains a relatively wide range of jobs and salary levels • Advantage is greater flexibility, especially when companies flatten their hierarchies and organize around self-managing teams • Facilitates movement of employees up and down in job level without pay raises or cuts Building two way communication, 3 principles: o Engagement Involving individuals in decisions that affect them Asking for their input Allowing them to refute the merits of your ideas and assumptions o Explanation Making sure that everyone understands why decisions are made Making sure everyone follows the logic that led to the decision o Expectation clarity Making sure everyone knows what the standards are And what the penalties are for failure Case study method: o Written cases are analyzed by trainees o Aims to give a realistic experience in identifying and analyzing complex problems o Five main features of the case method: Use of real problems Maximum involvement of participants Making decisions Minimal reliance on the instructor
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Hold the position that there are rarely purely right or wrong answers Make the case study as engaging and realistic as possible Civil Rights Act of 1964: Unlawful to discriminate in the compensation/hiring process on the basis of race, color, religion, sex, or national origin comparable worth: Should women who are performing jobs equal to men’s or comparable to men’s be paid the same as men The assumption is that although the jobs are not the same, they are comparable in terms of compensable factors such as skills and responsibility Compensation Policy Factors: some companies are leaders in setting wage rates and some are followers organizations have policies for most pay related issues including o salary increases o promotions o demotions o overtime pay locality and local economics play a major role in compensation policies o geography based cost of living differentials exist Competency/Skill Based Pay Plan: Employee is paid for the range, depth, and types of skills and knowledge they are capable of using Competencies are demonstrable characteristics that enable performance Competency/Skill based pay plans should foster flexibility “jobs” are no longer as strictly defined as in the past, sometimes employees need to be rotatable among assignments components of Competency/Skill Based Pay Plans: Four components of Competency/Skill based pay plans o A system that defines skills and a process for determining a person’s pay based on those competencies/skills o
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  • Fall '14
  • DAVIDRITCHEY
  • Trade union, National Labor Relations, Unfair labor practice

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