Career Development Plan IV - Compensation HRM531 March 21, 2011 Gary Craig Career Development Plan IV - Compensation Now that the job analysis and selection, training and mentoring program, and performance and career plan are in place, the next stage of this development plan is the compensation plan. This memo will detail all components of the plan including pay and benefits for the sales team. Included in this memo I will describe three components of the total rewards package that will ensure our team remains motivated and reach peak performance. Compensation is a way the company entices an individual to work for them. The term compensation is often thought of as the salary one will receive upon offering and accepting a position.
I believe that they need to get a business manager first that can help the business grow by coming up with new ways to restructure the company. Also, he/she needs to build a marketing plan for the services offered and software produced, and decide what other hires are needed to get the plan implemented. 3. Question: Do you think the major hesitance of changing the organization is the first time costs that will be incurred or more so the behavioural and structural changes needed? From the way Pay Zone is portraying its services and future plans, especially thinking of retiring soon, the owners will contemplate costs.
Management – they can offer assistance in training you can be put on to help develop your skills and offer support from the company to help your career progression. 2. Team leader/ supervisors – They observe you work and see you in your work hours they can offer you tips and advice on how to enhance your skills. 3. You – The most important person in providing information and feedback for a personal development plan would be the person who is creating the plan because you have a clear understanding of what you want to do and achieve.
This paper will provide detailed information regarding the customer service manager position, the job analysis of the position, methods of recruiting and selection methods for seeking the best candidates. Description of the Position The Customer Service Manager (CSM) is involved in various aspects of business at GE. Knowledge of the company as well as the part in which the individual hired will play in his or her role will be essential to the success of the individual hired. The customer service manager will oversee customer service throughout the GE branch hired for. This includes ensuring customer service practices are well established and followed by customer service employees as well as ensuring excellence in customer service (General Electric, 2012).
This paper will focus on the hypothesis that employee engagement in choosing a valued reward system will positively effect performance management and subsequent employee success. Assessment An effective employee reward system is an integral part of the employer/employee relationship. People offer their expertise in exchange for what they believe to be equitable compensation. Common compensation packages that organizations offer their employees include wages, benefits, and selected company perks such as car allowances, casual dress days, or bringing your pet to work. There’s more to an effective rewards system than just the implementation of the above mentioned
The coach could use the managing people model which will help adapt the way in which he approaches the learner this will then enable the coach to get the best out of him/her. This will also address where each member of a team stands in development needs and what would be the best strategy the coach responds with. The GROW (Goal, Reality, Options and Wrap up) model is a very common tool used by coaches this helps in getting a person to achieve a goal or complete a task and gives a chance for the coach to gain trust and support and provide a follow up to ensure the goals are met. The COACH model is a good model to use when someone has come stuck with a problem for example “my welding set is not working” it allows the coach to help and guide the person on fixing the problem instead of just doing it for them .The coach can then ask questions about what have they tried to do to fix the problem so far and see if they no any other things they can try maybe offer some suggestions at this point, if they solve the problem you pop back and check later to see if there ok and offer some feed back. Another way to find out about individuals learning styles could be to use the honey and mumford style this provides a small test to see which group an individual fits in to this could be given to team members as part of an appraisal and kept on file this would enable the coach to adapt to the way people like to
The Human Resource department provides support to employees and departments within the organization in an effort to retain valuable employees by providing training, retraining, compensation and professional development. C. Recommend one resource (such as a professional organization or Web site) for Human Resource professionals to maintain awareness of professional development events and trends that you not yet mentioned in this assignment. To maintain awareness, the HR department will attend leadership development seminars and gain credit for the attendance. This will allow the department to stay knowledgeable of current and trending changes and regulations within the Human Resources department. (Long Beach City College, n.d.).
________________________________________ BSBWOR501B_TOI QUESTIONS Projects Project 1 • Write a personal reflection that explains how you would go about managing your work priorities and professional development. In the personal reflection you should ask and answer these questions: 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? 1.To ensure I acted as a positive role model for employees I supervise, I would follow two major guidelines in which I look for in a role model myself, to ‘follow the company policy’ and punctuality, as companies have a set of policies and procedures they desire all employees to follow. As the role model, I would follow all the codes within the company to set a good example for subordinates.
The managers set out the technical skills, competencies and behaviors necessary for the roles. They decide what training the employees will require and how long it will take to be ready to do the job. This process helps Tesco to to achieve its business objectives and employees to achieve their personal and career
Explain how performance management works Performance management is successful when the expectations and obligations of employees align with the strategic plan of the organisation. Performance management should ensure that employees’ behaviour and outputs are consistent with the long term goals of the organisation and that the two complement each other. If an employee is not meeting the objectives set out by the strategic and operational plans, then it is up to the HR manager to performance manage the employee to fit into these plans or seek employment elsewhere. Therefore, performance management is not only a way to ensure that employees are supporting the organisation towards its strategic goals, but also a way in which an employee can develop skills and learn more about their own career goals. 3.