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

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