According to sagepub.com: Compensation & Benefits Review (CBR), published bi-monthly, is the leading journal for senior executives and professionals who design, implement, evaluate and communicate compensation and benefits policies and programs. The journal supports human resources and compensation and benefits specialists and academic experts with up-to-date analyses and information on salary and wage trends, labor markets, pay plans, incentive compensation, legal compliance, retirement programs, and health care benefits.
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And the other one meaning according to Carter McNamara, MBA, PhD
Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
BENEFITS =>typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment and worker's compensation, are federally required. (Worker's compensation is really a worker's right, rather than a benefit.)
Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)
You might think of benefits as being tangible or intangible. The benefits listed previously are tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible benefits, but sometimes meaning both kinds of benefits.
You might also think of benefits as company-paid and employee-paid. While the company usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical insurance, are often paid, at least in part, by employees because of the high costs of medical insurance.
Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc.
COMPENSATION => Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc. (Also see the Related Info (including Benefits).)
Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of compensation are wages, salaries and tips.
Compensation is usually provided as base pay and/or variable pay. Base pay is based on the role in the organization and the market for the expertise required to conduct that role. Variable pay is based on the performance of the person in that role, for example, for how well that person achieved his or her goals for the year. Incentive plans, for example, bonus plans, are a form of variable pay. (Some people might consider bonuses as a benefit, rather than a form of compensation.) Some programs include a base pay and a variable pay.
Organizations usually associate compensation/pay ranges with job descriptions in the organization. The ranges include the minimum and the maximum amount of money that can be earned per year in that role.
Employees have certain monies withheld from their payroll checks, usually including federal income tax, state income tax, FICA (social security) contributions, and employee contributions to the costs of certain benefits (often medical insurance and retirement).
Friday, March 11, 2011
Friday, February 18, 2011
maka-tao Learning Summaries
CHAPTER 1: INTRODUCTION
Human Work concerned with the production and distribution of the goods and services of the economy.
the PREMISES INDUSTRIAL PSYCHOLOGY
first three is all about the desirable objectives of industry
second is all about the origins of the problems which industrial psychology treats and w/ their resolution.
The process has a sequence of four phases of Modus Operandi of Industrial Psychology
identification of the problems to be treated
use of various methods of collection and analysis of relevant data;
findings resulting from these methods and associated analyses;
application of such findings to the problems at hand.
Identification of the problems
Just observe
Know if you are right or wrong in giving your own reasons to solution your problems.
Methods apply knowledge insight that can be used to resolved these problems
Findings
two predominant categories
theories or generalizations
empirically derived research findings
APPLICATION OF FINDINGS
Practices
procedures
policies or actions predicated are the applications of findings.
TWO FACES OF INDUSTRIAL PSYCHOLOGY
SCIENCE
PROFESSION=emphasis on the application of knowledge and insight to practical problems.
Chapter 7: Personnel Selection
Specifications for trained Personnel:
The focus will be primarily on the nature, length, and quality of any relevant training, education or experience required for the job.
Specifications for untrained Personnel:
The focus will presume to potentialities for the job. Such as characteristics interest, sensory skills and attitudes.
Chapter 8: Human abilities and their measurement
1. HUMAN ABILITIES – individual capacity to acquire specific knowledge.
2. MENTAL ABILITIES – usually measured by test.
3. MECHANICAL ABILITITES – mental/cognitive aspects of such jobs as contrasted w/ the physical or motor aspects.
4. PSYCHOMOTOR ABILITIES – cover the range of abilities commonly call dexterity, eye-hand, coordination and manipulative activity such as muscular performance.
5. VISUAL SKILLS – important to successful job performance such as inspection operation, office job etc.
6. JOB SPECIFIC ABILITIES – some particular relevance to particular jobs such ability are learned through experience, training or education.
Chapter 9: Personality and interest factors
Projective techniques
An object is being presented and is ask to tell what they “see” in it. An administrators interprets the individual responses and assets the subjects.
Personality inventories
Example is questionnaires that can be answered by YES-no.
Interest inventories
Indicate the strength if his interest such as hobbies, recreation, jobs and other activities.
Chapter 10: biographical data and the interview
Bio-data
Same as become stated the personal data, educational background, work experiences, references, awards.
-> Usually obtained from the job candidates on applications forms or directly obtained from individuals by an interviewer, is written in a consistent and reliable form for t is use by employer during the interview.
Candidates may interviewed by or more interviewers
Roles or interviewers:
-> Serves as “information gathers”
-> Make recommendations about candidates
-> They themselves can make employment decisions.
Interview:
A communication process use for various purposes in industry such as employment counseling, attitude, and opinion surveys, the employment process is aimed at deciding whether or not to offer employment individual job candidates.
People within an organization that can interview job candidates:
Employment interviews
Recruiters
Personnel Managers
Executives
Department Head
Supervisor
Arturo Bacani Jr.
Human Work concerned with the production and distribution of the goods and services of the economy.
the PREMISES INDUSTRIAL PSYCHOLOGY
first three is all about the desirable objectives of industry
second is all about the origins of the problems which industrial psychology treats and w/ their resolution.
The process has a sequence of four phases of Modus Operandi of Industrial Psychology
identification of the problems to be treated
use of various methods of collection and analysis of relevant data;
findings resulting from these methods and associated analyses;
application of such findings to the problems at hand.
Identification of the problems
Just observe
Know if you are right or wrong in giving your own reasons to solution your problems.
Methods apply knowledge insight that can be used to resolved these problems
Findings
two predominant categories
theories or generalizations
empirically derived research findings
APPLICATION OF FINDINGS
Practices
procedures
policies or actions predicated are the applications of findings.
TWO FACES OF INDUSTRIAL PSYCHOLOGY
SCIENCE
PROFESSION=emphasis on the application of knowledge and insight to practical problems.
Chapter 7: Personnel Selection
Specifications for trained Personnel:
The focus will be primarily on the nature, length, and quality of any relevant training, education or experience required for the job.
Specifications for untrained Personnel:
The focus will presume to potentialities for the job. Such as characteristics interest, sensory skills and attitudes.
Chapter 8: Human abilities and their measurement
1. HUMAN ABILITIES – individual capacity to acquire specific knowledge.
2. MENTAL ABILITIES – usually measured by test.
3. MECHANICAL ABILITITES – mental/cognitive aspects of such jobs as contrasted w/ the physical or motor aspects.
4. PSYCHOMOTOR ABILITIES – cover the range of abilities commonly call dexterity, eye-hand, coordination and manipulative activity such as muscular performance.
5. VISUAL SKILLS – important to successful job performance such as inspection operation, office job etc.
6. JOB SPECIFIC ABILITIES – some particular relevance to particular jobs such ability are learned through experience, training or education.
Chapter 9: Personality and interest factors
Projective techniques
An object is being presented and is ask to tell what they “see” in it. An administrators interprets the individual responses and assets the subjects.
Personality inventories
Example is questionnaires that can be answered by YES-no.
Interest inventories
Indicate the strength if his interest such as hobbies, recreation, jobs and other activities.
Chapter 10: biographical data and the interview
Bio-data
Same as become stated the personal data, educational background, work experiences, references, awards.
-> Usually obtained from the job candidates on applications forms or directly obtained from individuals by an interviewer, is written in a consistent and reliable form for t is use by employer during the interview.
Candidates may interviewed by or more interviewers
Roles or interviewers:
-> Serves as “information gathers”
-> Make recommendations about candidates
-> They themselves can make employment decisions.
Interview:
A communication process use for various purposes in industry such as employment counseling, attitude, and opinion surveys, the employment process is aimed at deciding whether or not to offer employment individual job candidates.
People within an organization that can interview job candidates:
Employment interviews
Recruiters
Personnel Managers
Executives
Department Head
Supervisor
Arturo Bacani Jr.
Tuesday, February 8, 2011
JOB AND JOB ANALYSIS
Summary
CHAPTER 4
Job and Job Analysis
Job also is the means by which people earn their daily bread and represent how they spend a major portion of their lives. This chapter present as overview of the field of job analysis with particular reference to certain recent development in this field that provide for quantification of job information. Although the terminology of jobs is fairly loosely used in practice it may be useful here to define certain terms according to Mc Cormick (1979). POSTION consists of the tasks and duties for individual A position exists, whether occupation or not. JOB is a group of positions which are identical with respect to their major or significant tasks. OCCUPATION usually refer to jobs of a general class on an across –the-board basis without regard to organizations. Job analysis was characterized years ago as “a sort of handmaiden serving in various ways a variety of needs and all the while floundering in a morass of semantic confusion”. If one to discuss job-related information more systematically, however, a more quantitative approach must be followed. The rating may be in accordance with any of several possible rating factors, such as the FREQUENCY with which tasks performed, the time spent on the task, its judge importance or significance its judge difficulty, the degree of delegation to other or the estimated time to earn Job elements contained in a structured questionnaire, such as ensemble of bits and piece of job information can be rather informative. The job elements that end to “dominate “the dimension .particularly in what seems to be the “common dominator of these job elements like overall PAQ (position analysis Questionnaire) 1. Having decision, communicating and general responsibilities 2. Operating machine /equipments 3. Performing clerical related activities 4. Performing technical/related activities 5. Performing service/related activities 6. Working regularly day versus other work schedule 7. Performing routine /repetitive /activities 8. Being aware of work environment 9. Engaging in physical activities 10. Supervising /coordinating others personnel 11. Public / customer /related contact 12. Working in an unpleasant hazardous /demanding environment
BACANI, ARTURO JR.
CHAPTER 4
Job and Job Analysis
Job also is the means by which people earn their daily bread and represent how they spend a major portion of their lives. This chapter present as overview of the field of job analysis with particular reference to certain recent development in this field that provide for quantification of job information. Although the terminology of jobs is fairly loosely used in practice it may be useful here to define certain terms according to Mc Cormick (1979). POSTION consists of the tasks and duties for individual A position exists, whether occupation or not. JOB is a group of positions which are identical with respect to their major or significant tasks. OCCUPATION usually refer to jobs of a general class on an across –the-board basis without regard to organizations. Job analysis was characterized years ago as “a sort of handmaiden serving in various ways a variety of needs and all the while floundering in a morass of semantic confusion”. If one to discuss job-related information more systematically, however, a more quantitative approach must be followed. The rating may be in accordance with any of several possible rating factors, such as the FREQUENCY with which tasks performed, the time spent on the task, its judge importance or significance its judge difficulty, the degree of delegation to other or the estimated time to earn Job elements contained in a structured questionnaire, such as ensemble of bits and piece of job information can be rather informative. The job elements that end to “dominate “the dimension .particularly in what seems to be the “common dominator of these job elements like overall PAQ (position analysis Questionnaire) 1. Having decision, communicating and general responsibilities 2. Operating machine /equipments 3. Performing clerical related activities 4. Performing technical/related activities 5. Performing service/related activities 6. Working regularly day versus other work schedule 7. Performing routine /repetitive /activities 8. Being aware of work environment 9. Engaging in physical activities 10. Supervising /coordinating others personnel 11. Public / customer /related contact 12. Working in an unpleasant hazardous /demanding environment
BACANI, ARTURO JR.
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