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Compensation and Benefits
Compensation is the amount (salary or wage) received for performing a job, while benefits refer to value other than compensation, which the employees receive. Benefits include insurance, holiday, pension pay and vacation pay.
796 Questions
What is the difference between human resource management and personal relation officer?
one is a human resource manager and the other one is a personal relation officer
...
the difference is quite clear
Ethics has no place in business?
WHEN WE talk about this economic crisis, let's look at why regulation failed, and will continue to fail in the future to prevent a meltdown. Let's talk about greed. Let's talk about sneering at the idea that the common good or ethics could have any part to play in the "real world" of high finance. Let's talk about exploiting the vulnerable, and reckless, insane gambling. Let's talk about the way that capitalism has decided that moral behaviour is for little people, and how little people get crushed.
There is a deep and justified anger among ordinary people that the arrogant and irresponsible actions of people obsessed with profit will, in all likelihood, tip us into the mother and father of all recessions. This crisis is not just the result of a temporary blip, but an inevitable result of one flawed assumption: that the most important function of business is to maximise profits for shareholders. You can have all the regulation you like, but it won't work so long as people within the system are doing their damndest to get around it.
Adam Smith, the great proponent of the free market, would be unable to recognise the travesty that exists today. Certainly, he believed that humans acted from self-interest. However, he also believed that compassion, friendship, love, and the desire for social approval were at least as important as self-interest as motives.
Smith could afford to take for granted that without ethical and responsible behaviour, the market could not operate. We have witnessed for over two decades behaviour that has destroyed trust in financial institutions. The system is broken, and it cannot be fixed until people learn that ethics is not just for wimps, but an integral and necessary part of business.
The maximising of profit for shareholders is an individualistic and unsustainable model. Because it ignores justice and fairness, it contains within it the seeds of its own destruction. Difficult (impossible?) as it is to imagine people in financial institutions returning to some form of moral behaviour, even that would not be enough.
The stakeholder model is often proposed as a remedy for the flaws of the shareholder model. While the shareholder model proposes that maximising profit for the shareholder is the ultimate good, the stakeholder model states that it is just one aim among many. The stakeholder model suggests corporations should be managed for the benefit of all its stakeholders (customers, suppliers, owners, employees, communities). This represents an advance, but it is not enough. We need to recover a concept of the common good. Both the shareholder and stakeholder model are founded on the idea that human beings are primarily individuals working in their own best interests. The stakeholder model does not sufficiently recognise that human beings are united by considerations greater than just reciprocal interest. There is a greater good, a vision of society where human beings can flourish.
One of the ways in which business and finance have gone off the rails is in viewing employees as contributing to the bottom line, and not as human beings with rights and responsibilities. It is an unsustainable model because it treats human beings like cannon fodder, to be used and discarded. Annihilating goodwill only leads to cynicism and disengagement. When employees have no sense of loyalty to a firm because it has no sense of loyalty to them, the firm is engaged in merrily sawing off the branch it is sitting on.
Some might say that all this talk of treating human beings as if they mattered is fine and dandy, but banks in particular will not change any of their practices while the Government underwrites them. The Government was faced with a very difficult situation. As a small, open economy with a small number of financial institutions, the collapse of any one would have had serious repercussions.
However, unless the model of business and finance changes drastically, crises will continue to occur, and not just once a century, as the ever optimistic Alan Greenspan believes. Cycles are inevitable in the business world, but there are two factors at work here that did not pertain to the same degree before. One is a cynical amorality, and the other is technology.
Technology amplified the crisis in at least two ways. The vast base of global information technology has linked markets, and allowed financial organisations to create and execute trades cheaply and quickly. However, the speed just brought the house of cards tumbling down faster. Secondly, the pervasive nature of technology means that there is no space for reflection. People are always caught up in a frantic pace that allows little time for family, and still less to contemplate the values underlying all the activity.
Once, "professional" meant virtues like prudence, judgment, reliability, and long-term thinking. Until we can begin to recover virtues like these, we will have no faith in a shower of chancers who will gamble and risk worldwide recession just because it will make some of them very rich indeed. Until that faith is recovered, the system will continue to be rotten
Ten definitions resource management and human resource development?
human resource management means managing and directing the people who work in organisation and human resource development means to develop the people with giving the training.
Will a urologist perform minor procedures in the office?
yes we often preform condyloma removal, vasectomies, prostate biopsies, bladder biopsies, and stent removals right in the office.
How is the manager's role changes?
The manager is not only becoming more of a coach or facilitator but is also charged with developing the self-motivation of employees.
How much vacation time do models get?
well most models get a 6 weeks modeling plan of vaction then back to work there 6 hours to 8hours
Can workmen s compensation be waived?
Workers' Compensation can usually be waived only b7y the owner-opetaor of a business. The system replaces the right to sue an employer for an accident, but applies even if the employee caused the injury by his own geligence. Failure of an employee to provide Workers' Compenasation is often against the law and can give rise to treble damages.
AnswerAny employee in any state can legally opt out of Workers Comp for any reason (must follow the procedures in his state to do so.) Most if not all states provide exemptions from coverage due to company size (only a few employees) or type of worker (volunteer, partner, executive, owner.) That said, however, the employer remains liable whether he's exercising an exemption or an employee has opted out, and should take care to comply with the state's regulations for those who don't carry coverage AND can write a big check if they have employees who aren't covered. An alternative for those who aren't covered is Occupational Accident, which is customizable and can pay medical costs, lost wages and Accidental Death and Dismemberment, and sometimes paralysis. AnswerAn individual, city or county or business should NEVER waive the requirement for Workers Comp when its property is used for an event. A worker, even if it's a guy arranging a family reunion, may slip and fall, get hurt and try to sue the facility owner. Since short term, affordable alternative for this exists there's no reason to waive the requirement.yes but u kan do it if u want to
What is human resource management important to organisation and employee?
Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Human Resource Management: Defined
Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.
In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization.
Human Resource Management: Evolution
The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment.
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
Human Resource Management: Beliefs
The Human Resource Management philosophy is based on the following beliefs:
• Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent.
• A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource.
• HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization.
• Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness.
• Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs.
• Employee commitment is increased with the opportunity to dis¬cover and use one's capabilities and potential in one's work.
• It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates.
Human Resource Management: Objectives
• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in trans¬action of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.
Human Resource Management: Functions
In order to achieve the above objectives, Human Resource Management undertakes the following activities:
1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
9. Collective bargaining, contract negotiation and grievance handling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by providing incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.
Human Resource Management: Major Influencing Factors
In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy:
• Size of the workforce.
• Rising employees' expectations
• Drastic changes in the technology as well as Life-style changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Impact of new economic policy. Political ideology of the Govern¬ment.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.
Is coalition government is sustainable?
no, coalition government is not sustainable ...
because the party which has most number of seat will always dominate others,they won't accept any decision which are made by low partys.
its my opinion......
How explain Guest's model of hard-soft loose-tight dimensions of HRM?
The soft-hard dichotomy in HRM exists primarily within normative, or prescriptive, models of human resource management, rather than in what Legge (1995 b) terms the descriptive-functional or critical-evaluative traditions. The earliest examples where this terminology is used are in the work of Guest (1987) and Storey (1987; 1992). Guest (1987), in seeking to define HRM, identifies two dimensions, soft-hard and loose-tight. Similarly, Storey (1992) plots existing interpretations of HRM along the two dimensions of soft-hard and weak-strong. Although these two commentators draw heavily on the work of American HRM academics in drawing a distinction between the two forms-the Harvard model for the soft version (Beer et al, 1985) and the Michigan model for the hard version (Fombrun et al. 1984)--the terms 'soft' and 'hard' have not been used in the American literature, and the debates surrounding them have taken place exclusively in a British context (Hendry and Pettigrew 1990).
Guest (1987) and Storey (1992) in their definitions of soft and hard models of HRM view the key distinction as being whether the emphasis is placed on the human or the resource. Soft HRM is associated with the human relations movement, the utilization of individual talents, and McGregor's (1960) Theory Y perspective on individuals (developmental humanism). This has been equated with the concept of a 'high commitment work system' (Walton 1985b), 'which is aimed at eliciting a commitment so that behaviour is primarily self-regulated rather than controlled by sanctions and pressures external to the individual and relations within the organization are based on high levels of trust' (Wood 1996: 41). Soft HRM is also associated with the goals of flexibility and adaptability (which themselves are problematic concepts, as we shall see in more detail later), and implies that communication plays a central role in management (Storey and Sisson 1993).
Hard HRM, on the other hand, stresses 'the quantitative, calculative and business-strategic aspects of managing the "headcount resource" in as "rational" a way as for any other factor of production', as associated with a utilitarian-instrumentalist approach (Storey 1992: 29; see also Legge 1995 b). Hard HRM focuses on the importance of 'strategic fit', where human resource policies and practices are closely linked to the strategic objectives of the organization (external fit), and are coherent among themselves (internal fit) (Baird and Meshoulam 1988; Hendry and Pettigrew 1986), with the ultimate aim being increased competitive advantage (Alpander and Botter 1981; Devanna et al. 1984; Lengnick-Hall and Lengnick-Hall 1990; Miles and Snow 1984; Storey and Sisson 1993; Tichy et al. 1982; Tyson and Fell 1986).
Does Target Corportation offer health benefits for employees' domestic partners?
Yes, they do give their employees domestic partner benefits, according to the Human Rights Campaign Foundation's Corporate Equality Index 2013, which gave Target a 100% rating.
How do you locate an old workmen's compensation claim?
Depending on which state you live, there should be a state-based bureau of workers compensation. In Michigan for example, it is under the Department of Labor and Economic Growth. This bureau oversees all worker's compensation claims and records which insurer has been utilized by which employer. The bureau has a resource team that can facilitate the questions of employees and may keep records of the specific claims filed based on employer name, employee name and date of loss or injury. The other resource that can be used is the physician's office, if it is a specific medical claim or date of service that is being sought.
Why is your employer reporting imputed income on your domestic partner health benefits?
Your employer is required by the federal tax code (and the tax laws of some states) to report as taxable income the value of any medical, dental, optical or prescription coverage it extends on your behalf to anyone who is not your legal spouse or dependent.
What is a good way to structure a bonus program for administrative personnel?
If by "administrative pesonnel" you mean mangers, those who are exempt from the wage-and-hour regulations, then there are two common ways to structrure a bonus (technically, "incentive compensation"): 1. The bonus is based entirely on performance. For example, in retailing, it is common to determine a store manager's compensation entirely on his or her store's profit. [If there is a supplementary bonus program for a store manager, it might be based on such issues as store morale, perceived managerial skills, store-community relationships, or other issues not measurable as "profit."] 2. The bonus is based partly on performance and partly on company profits. For example, managerial support staff such as legal and HR contribute only indirectly to a company's profit. For such personnel, it is common to base part of the bonus on the manager's having met his or her personal goals, and part on the company's profit. If by "administrative personnel" you mean people who were formerly called "secretaries" but are now styled "administative assistants" [AA], there is no agreed on patten for a "bonus" system. When AAs hear of large comp checks that managers receive, they sometimes argue that they, too, should have a bonus. But how would such a bonus be structured? As non-exempts [not exempt from wage-and-hour laws], they are paid for overtime, and their "extra effort" is compensated by extra pay. For superior work, they may receive merit raises.
What are typical sales commission rates in surgical device sales?
It depends on what basis a sales rep is hired. If hiring only on commission basis it starts from 15% to 25% and if hiring against some basic salary then it would be 5% to 15%.
Definition of management according to Mary Parker follet.?
"The art of getting things done through people".
Were can you download the girl next door 2009 calendar?
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Does Publix offer domestic partner benefits?
No, Publix Super Markets does not give their employees domestic partner benefits, according to the Human Rights Campaign Foundation's Corporate Equality Index 2013, which gave them a 0% (zero percent) rating.
What basic skills must a electrical engineer have?
In order to get a job as a certified electrician you must take special classes. Depending on the school, depends on how long you will have to attend the classes. Here, they will teach you which wires do what and which ones are harmful if crossed
Imputed income for domestic partnership for life insurance?
There would only be imputed income if your employer provided life insurance for your domestic partner. I don't mean that your partner would be the beneficiary - - I mean that your partner would be the insured party. If that happened, then the cost of the premium would be counted as imputed income for purposes of federal income tax and for some state taxes as well, unless your domestic partner were your dependent. If you were legally married heterosexuals, then there would be no imputed income except on the value of policies which exceed about $50,000.
Are US military personnel permitted emergency leave for their same-sex spouses?
Not currently. However, this benefit was specifically enumerated among those cited in a February 11, 2013 memo from Secretary of Defense Leon Panetta that would become available to same-sex spouses of US military personnel no later than October 1, 2013, or sooner, should the 1996 Defense of Marriage Act ("DOMA") be repealed or struck down.
