WEEK 07: ORGANIZING: SELECTION & TRAINING
Sections: Sourcing | Selection | Compensation | Training
Sourcing
Human Resource Acquisition. Acquisition involves recruitment, selection, employment and placement.
Sources.
1. Educational Institutions
2. Recruitment Agencies
3. Recommendations
4. Walk-in Applicants
5. Dependents, second-degree of consanguinity.
6. Consulting Firms
7. Executive / Technical Reqcruiters
8. Professional Organizations
9. Other companies (pirating)
10. General public through media advertisement
11. Past Files (manpower pooling)
Sections: Sourcing | Selection | Compensation | Training
Selection
Selection Process.
1. Preliminary Interview by Human Resource Department
2. Application Blank (primary data sheet or curriculum vitae, resume)
3. Employment tests
a. IQ / Proficiency / Achievement
b. Aptitude
c. Personality including Neuro-psychiatric
d. Dexterity
4. Verification (Background Investigation)
5. Final Interview (Company Panel)
6. Matching (qualifiations versus job requirements)
7. Final Evaluation (appraisal as a total human being)
8. Final Selection (Short Listing)
9. Hiring
10. Placement
Factors in Hiring. Rule: A menage of wisdom of age and dynamism of youth.
1. Emotional Stability
2. Dependability
3. Creativeness
4. Attitude (towards the job and other persons)
5. Mental capability
Sections: Sourcing | Selection | Compensation | Training
Compensation
Theory. When wages a low, turnover is high. When wages are high, cost and expense are high while profits decrease. Thus the objectives of compensation is to attact newcomers, gold present employees, and motivate performance.
Systems. Compensation can be based on time and output.
1. Time-based. Paid by the hour, daily or monthly.
|
MANAGEMENT |
WORKER |
Advantages |
1. Stable labor costs
2. Easy administration
3. Simple computation
4. Stable Output |
1. Stable pay
2. Less pressure to produce. |
Disadvantages |
1. No Incentives to workers
to increase output. |
1. Extra not rewarded |
2. Output-based. Paid by the incentive-method.
|
MANAGEMENT |
WORKER |
Advantages |
1. Lower Cost/unit
2. Greater Output |
1. Pay equal to efforts
2. Opportunity to earn more. |
Disadvantages |
1. Difficult computation
2. Needs to measure output.
3. Quality not assured
4. Increases difficulty to incorporate
5. Problems in scheduling. |
1. Pay fluctuations
2. Penalty for factors beyond control. |
Plan. Compensation should be effort is proportional to reward, i.e., equal work for equal pay. The plan should be accurate, easily applied, consistent, easy to understand, and fair.
Incentives. Compensation incentives can be classified into:
1. Individual.
a. straight piecework where pay is equal to direct linear fucntion to output, when base rate or minimum wage is impractical.
b. bonus is pain only when output's productivity and quality levels are above standards.
2. Group.
a. Scaulon plan. (Joseph, circa 1930s). Reduction in labor costs is share equally.
b. Kaiser plan. (1960s) Reduction of costs by committee. Committee members share the savings.
c. Lincoln plan. Used the piecework system, with annual bonuses and stock purchase provisions.
d. Kodak plan Employed premium wage levels, and annual bonus is a percentage of company's profits.
Sections: Sourcing | Selection | Compensation | Training
Training
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