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TUTORIAL 9 : REMUNERATION

1. How can an organization ensure that its employee remuneration programme supports
its strategic objectives?
 Ensure fair and equitable treatment
 Accurately measure and appropriately reward performance and contribution to the
achievement of the organisation’s strategic business objectives
 Provide appropriate remuneration changes based on
 performance, promotion, transfer or changing conditions
 Provide regular remuneration and performance reviews

2. How can an organisation’s culture affect employee remuneration? How can employee
remuneration affect an organisation’s culture?

3. Describe the advantages and disadvantages of the major types of job evaluation systems.
There are many different compensable factors of Job Evaluation but the main six factors
are:

major types of job evaluation systems
1. Job Analysis
2. Job Description
3. Job Specification
4. Job Rating
5. Job Wages
6. Worker Classification

1. Job Analysis:
The job analysis process is a method by which an organization can filter the employees
and select the best suited workers for their organization.

Moreover the job analysis process is done to determine the overall performance and
working of an employee so that useful changes can be made to increase the efficiency
of every individual worker by removing the wrong methods.

By this, the company’s performance and output becomes more efficient and accurate.
The job analysis process helps the company to look out the work and performance and
decide the promotion of any working individual of the company.

2. Job Description:
The Job Description term self defines that it is the process where all the description of
the working of the company is provided to the employee.

It includes all the needed information of the work such as; working, format,
qualification, needs, documents, T & C of the company, designations, posts,

5. It is very necessary to remove the weak links in the working team and on the other hand it is also necessary to appreciate or increment the workers who have performed continuously out standing in their work. the type of work and the duration of the work that the employee is going to do for the company. 3.e. Advantages of Job Evaluation:  The job evaluation process defines a systematic and definite way of working for the workers as well as the management.  The stronger and systematic management of the company. Also the classification of the workers helps to determine the quality of every single worker with ease. the greater will be its output and growth. Job Rating: After the allocation and the determination of the employee’s work in the company. and all the responsibilities of the worker that should be kept in mind while doing the work. techniques. 6.  When a worker has been through a job evaluation process he or she is well satisfied about all the factors for working in the company such as. The classification is generally done on the complexity of the job or the complexity of the work given to the employee.departments of the company. the wages. . Worker Classification: The classification of all the workers is very necessary for the systematic management of the company. the duration of the work. which works as the back bone of the success of the company. experience required. The wages for the job should be decided by keeping two things in mind i. Job Wages: The determination of the Job Wages according to the work is a very necessary step that helps the company to run with a flow because if the wages are not predefined then situations may occur that will be not in the favor of the company. 4. the different departments in the company are all mentioned in detail in the specified document. skills required. he or she is rated according to the work or the performance they have possessed in their work. All the specifications such as the type of work. education of the employee. Job Specification: The job specification is a official document provided by the company or the organization to the employee in which all the work details and minimum qualification documents are listed that should be provided to the company.

promotions. efficient organization that enhances employee motivation and performance 5. the desirability of the job and factors such as grativiation. responsibilities. the number of employees supervised interal relativities.the objective of merit pay or for performance based remuneration ‘is to develop a productive. Disadvantage o In general it has been noticed that a satisfied worker does his or her work in the most efficient way possible. functioning and the management of the company. This demanding market demands more output from the workers so there is sometimes more pressure and work that has to be done by the workers but by job evaluation the wages are fixed. Define. efficient organization that enhances employee motivation and performance pay aims to distribute rewards based on individual performance. o This creates the problem for the company to convince the workers with the same wages for extra or excessive work. Is performance-based pay appropriate for public servants? Explain your answer. incentives. What are the advantages and disadvantages of linking pay to performance? The advantage  It will develop a productive. works. o Some of the Workers Union opposes the Job Evaluation process as it defines and fixes the wages of the workers which is not acceptable by the union. 4. cost of lving increase . duration of working. which is very beneficial for the organization. seniority. establish greater individual accountability and promote employee development The disadvantages  In merit pay often the employess cannot see a strong link between their performance and the size of their merit increase  Merit easily appears as ineffective in generating outcomes desired by the organizational (such as improved motivation and productivity)  The use of merit increase has been ifluenced by tax considerations award changes. o Sometimes the market bounces up eventually increasing the demand of the product or the services in the market. . targets.

Secrecy. . reduse eployee motivation and inhibit organisations affectiveness 7. greet. especially in an organisation that do not have an objective and defensible remuneration programme Disadvantages  Secrecy over pay can generate mistrust of th remuneration programme. height. The right combination of benefit can assist an organisation in reaching its strategic business objectives and provides HR managers with a powerful tool to promote the attraction and motivation of employees.  Flexible benefit plans such as flexible or cafeteria benefit plans allow employess to nominate their benefits from a range to best satisfy their individual requirement. in a family in which both partners work and receive supplementry health benefit adequate coverage by just one plan. life insurance) and all non- financial rewards (for example an office with a window.  Incur ‘fixed cost’ for the organization. ethnicity. gym membership. gender. obesity. personal attractiveness. Why do employers provide benefits?  Define: benefits include financial rewards that are not paid in cash to the employer (for example childcare. 6. health care. For example. What are the advantages and disadvantages of (a) pay openness and (b)pay secrecy? B) pay secrecy where is kept confedential between the employer an the employee Advantages  Management can try to avoid inequiteities in remuneration problem maintaining pay. race and time spent at the dark.

HR’s mandate with respect to occupational health and safety is to support line management and the organization as a whole by creating and overseeing policies. return to work programs. communicating to employees the organization’s commitment to occupational health and safety. . workers’ compensation claims. and training managers and employees on safe work practices. 5 isssue current health and safety issues in the work environment are fly-in-fly-out work. even in such organizations. 2. job design. training. Terrorism is according to a former 3. What is stress? Explain sources of stress in the work environment that would result in stress to workers. identify and explain 5 current health and safety issues in the work environment. What is HR’s role in occupational health and safety? HR has a role in bringing the parties together and facilitating meaningful dialogue. It is generslly a problem people experience in their life. These include workplace harassment and bullying. wellness initiatives and performance management. dealing with regulatory compliance and reporting requirements. smoking and obesity fly-in-fly-out work are the employees who reside in a religional center or a capital cty and fly to a remote work site. who may or may not fall under the umbrella of the HR department. coaching and training line managers and employees. HR typically has a role to play in developing and enforcing policies. meaning that much of the responsibility for safety management must be delegated to occupational health and safety specialists. This is true especially where employees express concerns around health. Example according to Mining fammily matters the number or FIFO workers to and from Pilbara is expecte to reach 17000 by 2015. communication and regulatory reporting. terrorism. attendance management. disability management. or where managers do try to cut corners. Example stress occured due to uncomplete work or project which will give a bad impact. keep hazards under wraps or fail to report workplace accidents. sexual harassmet. safety and wellness. procedures and programs. Health and safety matters can be extremely technical and complex in some environments. But just because HR is part of an organization’s management team doesn’t mean there isn’t an important employee advocacy role there too. Using examples.CHAPTER 11: EMPLOYEE HEALTH & SAFETY 1. Yet. overseeing the functioning of the health and safety committee. even acting as a mediator between management and workers where necessary. and advising. HR can also help by supporting and having membership in the health and safety committee. There are also many areas where health and safety overlaps with core aspects of human resources management. Stress is wear an tear on the body caused by living. to a large extent. Therefore.

Sources of stress in the work environment which is known as a characteristic shown by extreme competition. poor communication and an authoritarian and threatening management style create stress. . Employee with heavy workload uncomplete due date can cause anxiety other cardio vascular disease which increases the consumtion of alcohol. Example a men who sees a very little change of promotion due to low capability in decision making can results to hypertension experienced by the men. on-to-the counter medication and diseases. For example a manager stress in return turn the stress to their subordinates.