HUMAN RESOURCE MANAGEMENT

Job Evaluation
- seeks to rank all jobs in the organization in a hierarchy that reflects the relative worth of each
(Fundamentals of Human Resource Management, 2009).
- assesses the worth of each position with respect to all occupations within the company in a
systematic manner.

Wage Structure
- often known as a "pay structure," is the approach you use to establish how much every
worker in the organization receives in wages.
- a hierarchy in a company that governs how much each level of employees gets
compensated and what perks each level is entitled to.
- As an illustration, probationary employees receive lesser salary compensation than
permanent employees.
> Pay structure is “partnership” between employees and the company.
> Pay structure must be established in order to avoid excessive expenditure, safeguard financial
resources, and maintain the excellence of the organization.
> Having the appropriate attitude at work is one of the most important factors in gaining
permanent employment in a certain organization.
> To be a permanent employee, a person must demonstrate that they are competent and valuable.
> Job evaluation leads to a pay structure given that it is a method that satisfies the demands of a
company's wage structure by establishing the relative worth of a specific position in respect to
another.

The basic objectives of appropriate and sound compensation and reward system in any
organisation are given here:

1. It aims to develop skills and personality of employees by which they can earn better and
attractive compensation.
2. It aims to pay fair and justify remuneration on the basis of their efforts, skills and
competencies.
3. To obtain able and efficient employees and retain high performing employees.
4. It aims to improve the quality of services as rendered by employees.
5. To communicate the employees for their worthwhile and needful role in organisation.

Compensation - would include rewards when you offer monetary payment such as incentives,
various bonuses and performance bonus.

Organisations reward their staff when they attain the goals or targets that they have jointly set
with the employees.
Rewards - can be non-monetary such as a paid vacation for two.
> For the compensation to be considered as a motivational factor, it needs to be variable. It
varies proportional to the result, target or goals that are mutually established. This payment is
usually termed as incentive. That’s why you would hear the term “incentivise” your employees
to raise productivity. Incentives become a variable cost to your business or operations cost and it
varies directly to your operations output or your service level. Your business would be able to
absorb such variable cost as it is not a fixed manpower cost.

Compensation Reward and Management

1. Financial Methods
a. Direct - refer to monetary payment to employee on the basis of their tenure of job and its
negotiations with employers. May be in the form of wages, salaries, allowances,
commission, monetary incentives, bonus, overtime payments and profit sharing.
b. Indirect - if the employees have completed a specified or contact period, then after the
maturity period they may be entitled to get the insurance, pension, provident fund and
traveling benefits.

2. Non-finacial Method

The methods are proper service conditions, job enlargement, promotions, rights and
responsibilities, opportunities for advancement, recognition, health and maternity leave, gratuity
and medical leave etc. The non-financial methods have some preferential benefits to the
employees.

Employee Assistance Program

- is a work-based intervention program designed to assist employees in resolving personal

problems that may be adversely affecting the employee's performance.

Benefits of the EAP program in Philippines

The EAP program provides a number of benefits to employees, including:

1. Access to confidential counseling services: Employees can receive confidential counseling

and support from trained professionals who can help them deal with a variety of personal and

work-related issues.

2. Increased job satisfaction and productivity: Employees who have access to the EAP
program often report increased job satisfaction and productivity.

3. Reduced stress levels: Employees who participate in the EAP program often report reduced

stress levels.

4. Improved work/life balance: The EAP program can help employees achieve a better

work/life balance by providing them with resources and support to manage their work and

personal life effectively.

5. Increased Employee retention: The EAP program can help increase employee retention by

reducing stress levels and improving job satisfaction.

Employee Benefits - key in helping your employees stay mentally, physically, and financially
well. However, they’re not just a great way to support your staff’s wellbeing, they can also help
you attract and retain your top talent. Examples are health, financial, and lifestyle benefits.

Good Health and Safety Practices

- Indicative of top notch organizations. Companies who existed for all lot of years.
- It aids employees to be motivated.
- It is established since there are no employers who wants their employee to get sick or
hurt.

Why do most employers provide employees with a good work condition?

1. It is the right thing to do. It is something they need to give to employees.

2. Firms realize that employees are the most strategic asset they will have and never a
liability.

> Never be a liability,

> Good brains can aid to move up into own business.

As the organization grow, the products and services grow as well (Pro-active)

> Truly pro-active companies can go farther than this. They are just contented of increasing the
numbers of their operations.

Total Quality Management - a set of principles and practices whose core ideas include:
 1. Understanding the customers needs.
2. Doing things right first time - means no error.

> Understanding the marketing management perspectives would mean market driven, know the
customers need and feel the need of our own costumers.

We are “markets” due to our needs, money, and willingness.

3. Satisfying for continuous improvement. They do not stop until they continue to listen.
Listen to the consumers needs and feedback.

Occupational Safety Act

- To provide safe working conditions.

- Employers typically establish safety program liaison in their hr department.
- More involved and incharged in terms of safety.
- It provides knowledge and awareness for employees regarding their safety.

> Employees are entitled to 15 days sick leave. However, abuse sick leave warrant a termination
of an employee. Employers also engage their workers by asking them to join safety committees.

Important Dimension to Safe Health: stress which comes from physical and mental activity.

Many causes of stress: job related. Hence, employers cand develop stress management programs
to aid employees manage stress and learn techniques to help them cope.

Employee Right - guarantee fair treatment that workers expect in return for the services to an
organization. These expectations became right when they are granted to employees through
legislature.

Rules and regulations should be written and widely communicated.

- It must be required for the employees to read and understand them so they conform with
the laws.
- Ethics and HRM extends via legal requirements of the society.
- Managers engage in an ethical behavior when their employees are treated right and
respected.
- HEALTH IS WEALTH.