changing the employee’s attitude or increasing his/her skills andknowledge. The need for training and development isdetermined by the employees performance deficiency,computes as follows:
Training and development need = Standard performance
Compensation and Benefits:
It is what an employee receives inreturn for his/her contribution to the organization. The HR specialist has adifferent task of fixing wages and wage differentials acceptable toemployees and their leaders. It comprises of wages and salary, incentives,fringe benefits and non-monetary benefits.
It is concerned with the system, rules andprocedures used by unions and employees to determine the reward foreffort and other conditions of employment to protect the interest of theemployed and their employers, and to regulate the ways in whichemployers treat their employees.Specifically, it covers the foll.:i.Collective bargaining.ii.Role of mgt., unions, and govt.iii.Labour legislation.iv.Industrial relations training.v.Machinery for resolution of industrial disputes.
After employees have been hired,trained and remunerated, they need to be retained and maintained toserve the organization better. Welfare and Maintenance facilities aredesigned to take care of well being of the employees-they do not generallyresult in any monetary benefit to the employees. Nor are these facilitiesprovided by employers alone. Governmental and non-governmentalagencies. and trade unions too, contribute towards employee maintenance.
HR specialists must use several ways tomotivate employees. Motivation is the result of processes that arouseenthusiasm and persistence to pursue a certain course of action.Motivational strategies include attractive compensation, job enrichmentleading to job satisfaction, better working conditions and a good careerpath.
» Personnel Principles:
If policy is a guide for managerial decisions and actions,principle is the fundamental truth established by research, investigationand analysis. Many personnel principles have been established throughpractices, experience and observation, Principles are universal truthsgenerally applicable to all organizations. Policies, on the other hand, varyfrom organizations to organizations. Principles guide managers informulating policies, programmes, procedures, and practices. They alsocome handy in solving any vexing problem. Some of the personnelprinciples are: