Staffing, Reward, and Development Systems

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Staffing, Reward, and Development Systems
Presented By Patty Keefer John
Richardson Jeremy Sosa
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Agenda
Class Participation Survey Chapter Review
Articles Examples HRM Systems Design
Evaluation Class Participation Results Key
Thoughts
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Class Participation Survey
To be administered at this time
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Domain Statement Menu
Focus of Entire Chapter (Table 3-1 pg. 53)
Classification of HRM Practices
Contains Four Dimensions
Each dimension provides choices on how to best
use human talent to maximize the return to the
companys stakeholders
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Reward System Attributes
Pay Level
Pay at Risk
Performance-Contingent Pay Internal vs. External
Job Pricing Skill-Based Pay
Seniority-Based Pay
Benefit System Flexibility Benefit Level
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Reward System Attributes
Pay Level Lead, meet, lag
Pay at Risk Supplementary income Increases
motivation Creates Uncertainty
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Reward System Attributes
Performance-Contingent Pay Commission or
Merit Pay Enhances perception and
motivation Salary fluctuations Internal vs.
External Job Pricing External competitiveness In
ternal equity focus- job worth
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Reward System Attributes
Skill-Based Pay Based on skill/knowledge Encoura
ge training Increases flexibility Seniority-Base
d Pay Based on LOS Promotes company
loyalty Job requires company-specific
knowledge

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Reward System Attributes
Benefit System Flexibility Employees select
benefits Controls costs Protects diverse
interests Benefit Level Lead, meet, lag Based
on job classification
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Staffing System Attributes
Career System Orientation Potential vs.
Achievement Orientation Organizational Fit Exit
Orientation
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Attributes of the Training and Development
System

• Skill-Orientation
• Training-Method Orientation
• Career Pathing
• Succession Planning
• Skill Inventories

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Attributes of the Training and Development
System

• Skill Orientation
• Functional and Technical
• Generalist
• Training-Method Orientation
• On-site or Off-site

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Attributes of the Training and Development
System

• Career Pathing
• Defined and formal
• Vise versa
• Succession Planning
• Skill Inventories

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Attributes of the Performance Measurement System

• Measurement Type
• Results-oriented
• Process-oriented
• Measurement Source
• Unidirectional
• Multidirectional

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HRM System Design
Labor Markets
Business Strategy
Org. Design/Wrk Process
Behavioral/ Role req.
HRM Systems
Technology
Legal Environ -ment
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Class Participation Survey

• What are the results???

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Key Thoughts
...Think Total Compensation One size does not
fit all