Class 10

Class 10 - COMM 392 Managing The Employment Relationship...

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COMM 392 Managing The Employment Relationship Perry Atwal Spring 2011 Class 10
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THE UNIVERSITY OF BRITISH COLUMBIA Discussion Forum • Another topic posted • Great way to learn from each other and continue the discussions in class Reminder 2
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THE UNIVERSITY OF BRITISH COLUMBIA Thank You Will try to incorporate feedback into the rest of the course
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THE UNIVERSITY OF BRITISH COLUMBIA Course Schedule Introduction to The Employment Relationship Weeks 1 & 2 Legal Regulation of The Employment Relationship Weeks 2 & 3 Nature and Role of Labour Unions Weeks 3 & 4 Recruiting and Selecting Employees / Employee Compensation Weeks 5 & 6 Employee Benefits & Managing Employee Performance Weeks 7 & 8 Collective Bargaining Weeks 8, 9, 10 & 11 Discipline and Fairness in the Workplace Weeks 12 & 13
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THE UNIVERSITY OF BRITISH COLUMBIA 5-Step Process 1. Conduct a Wage/Salary Survey – How? Use network, government statistics, review ads, professional association reports, etc. Determining Wage/Salary Levels 5
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THE UNIVERSITY OF BRITISH COLUMBIA 2. Determine the relative worth of each job (“job evaluation”) Benchmark key positions and compare jobs to one another based on content Evaluate according to compensable factors such as skill, effort, responsibility, working conditions (see table 8.3) Use job evaluation techniques such as the ranking method (simplest), grading method, or point method (most widely used) Determining Wage/Salary Levels 6
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THE UNIVERSITY OF BRITISH COLUMBIA Compensable Factors Degree x Weight = Subtotal Skill (40%) Mental X 20% = 80 Experience X 20% = 60 Effort (30%) Physical X 15% = 30 Mental X 15% = 60 Responsibility (20%) Effect of error X 10% = 40 Inventiveness/Innovation X 10% = 30 Working Conditions (10%) Environment X 5% = 5 Hazards X 5% = 5 Total 310 Job Evaluation: Point System 7 Job: Bookstore manager
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THE UNIVERSITY OF BRITISH COLUMBIA 3. Group similar jobs into pay grades-jobs of approximate equal value (Why? - UBC Example) 4. Price each pay grade Establish a wage curve (see p215) 5. Fine tune pay rates Determining Wage/Salary Levels 8
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THE UNIVERSITY OF BRITISH COLUMBIA Pay-for-Performance (Variable Pay) Pay that varies with some measure of individual or organizational performance – which one of these would you prefer ? Payment method Typical frequency of payment Performance measures Merit pay Change in base pay Annually Supervisors’ appraisal of individual performance Individual incentives Bonus Weekly Individual output, productivity, sales Profit sharing Bonus Semianually or annually Company profit Gainsharing Bonus Monthly or quarterly Production or controllable costs of work unit Stock ownership Equity changes When stock sold Company stock returns
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THE UNIVERSITY OF BRITISH COLUMBIA Merit Pay Annual pay increases linked to performance appraisals Requires well-developed performance appraisal system Performance Evaluation Annual salary increase Superior 10% Commendable 7% Competent 4% Needs improvement 2% Unsatisfactory 0%
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THE UNIVERSITY OF BRITISH COLUMBIA Individual Incentives Reward individual performance (sales
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Class 10 - COMM 392 Managing The Employment Relationship...

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