Concept and Brief Description
Organizations decide on job structure and the pay that correlates for each job. They must establish pay levels or basically the average pay for all jobs. These decisions are based on the company’s goals, job market, legal requirements, and equality. All employers must establish equal pay for equal work regardless of their age, sex, race, or religion. Differences in pay must be established based on the current market and what that individual brings to the table. All companies must pay at least minimum wage and pay overtime for hours worked over 40 in a week. To attract and retain employees, employers must at least pay the fair market rate or they’ll lose to their competition. Paying above the market rate may hinder their competitive advantage but could also help with employee turnover and retention. Employees will usually compare their pay against the level of inputs to the company. If they thing they put more and receive less than someone else, they’ll gain a negative attitude and demand more pay. The HR department should regularly compare current pay to the pay structure to make sure they match.
Emotional Hook
The old saying of “Those who can’t, teach” seems to be very valid in allot of work forces. I’ve worked with many “sales” managers that said they were “awesome” but as it turned out, were full of it. Should you really pay a manager more if they don’t produce or “manage” an improvement?
Key Points to Elicit in Discussion
Where do you go to find the average pay scale?
Facilitative Questions
What’s the best way to demand a raise when you know you’re getting underpaid?
Thursday, February 25, 2010
Chapter 10 - class response
Pay is usually at the bottom of the list for why people quit.
It's just as expensive to fire someone as it is for someone to volintarily quit.
We reviewed the exam for tuesday
It's just as expensive to fire someone as it is for someone to volintarily quit.
We reviewed the exam for tuesday
Thursday, February 18, 2010
Chapter 10 – Separating and Retaining Employees
Brief Description
Involuntary turnover is basically firing personnel when they would prefer to stay. Voluntary is just as it sounds, the employee’s decide to leave for reasons of their own. Both are costly to a company due to the need to recruit, train, and hire replacements. Employees continually evaluate whether the company is being fair with them or not. Consequences should be consistent, expected, and in proportion to the significance of the behavior. Employee discipline should not result in wrongful discharge, such as a termination that violates an implied contract or public policy. Discipline should be administered evenly and without discrimination. Reasons for disciplinary actions should be shared only with those who need to know them. When termination in part of a plant closing, employees should receive the legally required notice. Like a hot stove, discipline should give warning and have consequences that are consistent, objective, and immediate.
Emotional Hook
Who really likes to get fired? If you were going to get fired, how would you want it done? Outside of sales, I’ve been fired from almost half the jobs I’ve had. With sales, you can always walk to your next job so it was never an issue for me. Since my personality doesn’t fit in allot of places, I’m glad to have been fired.
Key Points
Right and wrong way to fire someone.
How much notice should both parties give?
Facilitative Question
Legally, what’s the best way to terminate an employee?
Involuntary turnover is basically firing personnel when they would prefer to stay. Voluntary is just as it sounds, the employee’s decide to leave for reasons of their own. Both are costly to a company due to the need to recruit, train, and hire replacements. Employees continually evaluate whether the company is being fair with them or not. Consequences should be consistent, expected, and in proportion to the significance of the behavior. Employee discipline should not result in wrongful discharge, such as a termination that violates an implied contract or public policy. Discipline should be administered evenly and without discrimination. Reasons for disciplinary actions should be shared only with those who need to know them. When termination in part of a plant closing, employees should receive the legally required notice. Like a hot stove, discipline should give warning and have consequences that are consistent, objective, and immediate.
Emotional Hook
Who really likes to get fired? If you were going to get fired, how would you want it done? Outside of sales, I’ve been fired from almost half the jobs I’ve had. With sales, you can always walk to your next job so it was never an issue for me. Since my personality doesn’t fit in allot of places, I’m glad to have been fired.
Key Points
Right and wrong way to fire someone.
How much notice should both parties give?
Facilitative Question
Legally, what’s the best way to terminate an employee?
Chapter 9 Response - 2/16/10
From John's part:
The more you like people, the harder a HR management job gets.
Don't show your cards early when it comes to negotiating pay.
Just because an employee is on salary, doesn't mean they're exempt from overtime.
If your company is too small for a full time HR director, hire a consultant or outsource it.
When you call on a reference, ask them if they know anyelse that worked with him that would give a reference.
The more you like people, the harder a HR management job gets.
Don't show your cards early when it comes to negotiating pay.
Just because an employee is on salary, doesn't mean they're exempt from overtime.
If your company is too small for a full time HR director, hire a consultant or outsource it.
When you call on a reference, ask them if they know anyelse that worked with him that would give a reference.
Tuesday, February 16, 2010
Chapter 9 - Develpoing Employees for Future Success
Concept and Brief Description
Employee development is the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. Training is usually more focused on improving performance in their current jobs but do help with employee development. Companies may use formal education programs at the workplace or off-site, such as workshops, university courses and degree programs, company-sponsored training, or programs offered by independent institutions. Companies will use assessment processes to help their employees identify strengths and areas of improvement. Interpersonal relationships with a more experienced member of the organization, like a coach or mentor, can help employees develop their understanding of the organization and its customers. Many organizations use performance appraisals as a source of assessment information.
Emotional Hook
I think coaching is one the most valuable training tools there are. When I first started my career in sales, it was a nightmare. I went from company to company until I finally found one that worked. One of the best things they did for me was team me up with another salesman that had allot more experience than me. By watching and observing, I was able to get to the same level of performance. It’s one thing to read or be told how to do something, it’s another to actually watch and do it firsthand.
Key points it Elicit in Discussion
How do you entice an employee to coach or mentor another? Would they be afraid of training their replacement? How do you know and employee development program is worth investing into or if it’s a total waste of company resources?
Facilitative Questions
Besides sex and race, what other forms of “glass ceiling” exist? What about religion? Is there a problem in Utah about religious “glass ceiling”?
Employee development is the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. Training is usually more focused on improving performance in their current jobs but do help with employee development. Companies may use formal education programs at the workplace or off-site, such as workshops, university courses and degree programs, company-sponsored training, or programs offered by independent institutions. Companies will use assessment processes to help their employees identify strengths and areas of improvement. Interpersonal relationships with a more experienced member of the organization, like a coach or mentor, can help employees develop their understanding of the organization and its customers. Many organizations use performance appraisals as a source of assessment information.
Emotional Hook
I think coaching is one the most valuable training tools there are. When I first started my career in sales, it was a nightmare. I went from company to company until I finally found one that worked. One of the best things they did for me was team me up with another salesman that had allot more experience than me. By watching and observing, I was able to get to the same level of performance. It’s one thing to read or be told how to do something, it’s another to actually watch and do it firsthand.
Key points it Elicit in Discussion
How do you entice an employee to coach or mentor another? Would they be afraid of training their replacement? How do you know and employee development program is worth investing into or if it’s a total waste of company resources?
Facilitative Questions
Besides sex and race, what other forms of “glass ceiling” exist? What about religion? Is there a problem in Utah about religious “glass ceiling”?
Responses to class on chapter 8 - 2/12/10
Most companies fail right off the bat because they don’t track or hold accountable the actions of their employees
Allot of performance reviews are purely subjective and have no bearing on your skills
In my experience with car dealers, they use a variety of approaches to evaluate their salesman. The yearly reviews are pretty annoying. I know they try to use it as a motivational or character building exercise but is usually just ends up pissing me off and demotivates me.
Work and stress compared to weight lifting. You need rest and recovery in order to grow and recover.
Get organized or hire a professional organizer
Allot of performance reviews are purely subjective and have no bearing on your skills
In my experience with car dealers, they use a variety of approaches to evaluate their salesman. The yearly reviews are pretty annoying. I know they try to use it as a motivational or character building exercise but is usually just ends up pissing me off and demotivates me.
Work and stress compared to weight lifting. You need rest and recovery in order to grow and recover.
Get organized or hire a professional organizer
Chapter 8 – Managing Employee’s Performance
Concept and brief description
Performance management is the process that managers use to make sure their employees’ activities and outputs contribute to the organization’s goals. First the company needs to determine which aspects of performance are relevant to the company’s goals. Next, they measure the relevant aspects of performance through performance appraisals. Finally, managers provide employees with information about their performance so they can adjust their behavior to meet the company’s goals.
Companies use performance management systems to meet three broad purposes. Effective performance management helps the company meet their business objectives. It does this by helping employee’s link behavior with the company’s goals. The administrative purpose of performance management is to provide info for day to day decisions about salary, benefits, recognition, and retention or termination. The developmental purpose of performance management is using the system as a basis for developing employees’ knowledge and skills.
Emotional Hook
Imagine running a company where everyone just did what they thought needed to be done? Would anything really get done? If there were no clear job objectives who would be accountable? How would you hire anyone or fire anyone?
Key points to elicit in discussion
There are different strategies of performance appraisals that work best for different companies. Is it better to stick to just one or a conglomerate of appraisals?
Facilitative Questions
What strategy would work best for the company I’d like to start?
Performance management is the process that managers use to make sure their employees’ activities and outputs contribute to the organization’s goals. First the company needs to determine which aspects of performance are relevant to the company’s goals. Next, they measure the relevant aspects of performance through performance appraisals. Finally, managers provide employees with information about their performance so they can adjust their behavior to meet the company’s goals.
Companies use performance management systems to meet three broad purposes. Effective performance management helps the company meet their business objectives. It does this by helping employee’s link behavior with the company’s goals. The administrative purpose of performance management is to provide info for day to day decisions about salary, benefits, recognition, and retention or termination. The developmental purpose of performance management is using the system as a basis for developing employees’ knowledge and skills.
Emotional Hook
Imagine running a company where everyone just did what they thought needed to be done? Would anything really get done? If there were no clear job objectives who would be accountable? How would you hire anyone or fire anyone?
Key points to elicit in discussion
There are different strategies of performance appraisals that work best for different companies. Is it better to stick to just one or a conglomerate of appraisals?
Facilitative Questions
What strategy would work best for the company I’d like to start?
Chapter 8 – Managing Employee’s Performance
Concept and brief description
Performance management is the process that managers use to make sure their employees’ activities and outputs contribute to the organization’s goals. First the company needs to determine which aspects of performance are relevant to the company’s goals. Next, they measure the relevant aspects of performance through performance appraisals. Finally, managers provide employees with information about their performance so they can adjust their behavior to meet the company’s goals.
Companies use performance management systems to meet three broad purposes. Effective performance management helps the company meet their business objectives. It does this by helping employee’s link behavior with the company’s goals. The administrative purpose of performance management is to provide info for day to day decisions about salary, benefits, recognition, and retention or termination. The developmental purpose of performance management is using the system as a basis for developing employees’ knowledge and skills.
Emotional Hook
Imagine running a company where everyone just did what they thought needed to be done? Would anything really get done? If there were no clear job objectives who would be accountable? How would you hire anyone or fire anyone?
Key points to elicit in discussion
There are different strategies of performance appraisals that work best for different companies. Is it better to stick to just one or a conglomerate of appraisals?
Facilitative Questions
What strategy would work best for the company I’d like to start?
Performance management is the process that managers use to make sure their employees’ activities and outputs contribute to the organization’s goals. First the company needs to determine which aspects of performance are relevant to the company’s goals. Next, they measure the relevant aspects of performance through performance appraisals. Finally, managers provide employees with information about their performance so they can adjust their behavior to meet the company’s goals.
Companies use performance management systems to meet three broad purposes. Effective performance management helps the company meet their business objectives. It does this by helping employee’s link behavior with the company’s goals. The administrative purpose of performance management is to provide info for day to day decisions about salary, benefits, recognition, and retention or termination. The developmental purpose of performance management is using the system as a basis for developing employees’ knowledge and skills.
Emotional Hook
Imagine running a company where everyone just did what they thought needed to be done? Would anything really get done? If there were no clear job objectives who would be accountable? How would you hire anyone or fire anyone?
Key points to elicit in discussion
There are different strategies of performance appraisals that work best for different companies. Is it better to stick to just one or a conglomerate of appraisals?
Facilitative Questions
What strategy would work best for the company I’d like to start?
Thursday, February 4, 2010
Chapter 7 Training Employees
Concept and Brief Description
Organizational training programs need to train their employee’s skills and behaviors that will help the organization achieve their goals. This process begins with assessing the needs of the company. They then organize a training program, implement the program, and evaluate the results. The needs assessment consists o f an organizational analysis, person analysis, and task analysis. Readiness for training is a combination of employee characteristics and positive work environment that permit training. The planning begins with establishing goals for the training program. The goals should define an expected level of performance or outcome, and the conditions on how they can be done. The training method used should be related to the goals of the training program. Classroom instruction is the most widely used. Audiovisual and computer-based training doesn’t require people to attend a class. Business games and case studies are other methods for practicing decision making skills.
Emotional Hook
It seems like the most sought after qualities in an employee can’t be taught in a class room. How do you teach someone to work hard? To be ambitions? To know how to get along well with others?
Key Points to elicit in discussion
What is the best way to determine the appropriate training methods for any given company?
Facilitative questions
How do you train every person in an organization to be 100% effective at what they do?
Organizational training programs need to train their employee’s skills and behaviors that will help the organization achieve their goals. This process begins with assessing the needs of the company. They then organize a training program, implement the program, and evaluate the results. The needs assessment consists o f an organizational analysis, person analysis, and task analysis. Readiness for training is a combination of employee characteristics and positive work environment that permit training. The planning begins with establishing goals for the training program. The goals should define an expected level of performance or outcome, and the conditions on how they can be done. The training method used should be related to the goals of the training program. Classroom instruction is the most widely used. Audiovisual and computer-based training doesn’t require people to attend a class. Business games and case studies are other methods for practicing decision making skills.
Emotional Hook
It seems like the most sought after qualities in an employee can’t be taught in a class room. How do you teach someone to work hard? To be ambitions? To know how to get along well with others?
Key Points to elicit in discussion
What is the best way to determine the appropriate training methods for any given company?
Facilitative questions
How do you train every person in an organization to be 100% effective at what they do?
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