Compensation Is an Area Within Management of Human ResourcesEssay Preview: Compensation Is an Area Within Management of Human ResourcesReport this essayProject-based versus non-project-based organizationsHow do compensation practices differ in project-based versus non-project-based organizations for project personnel?Compensation is an area within management of human resources that entails decision making concerning payment that is equitable competitive and fair as regards with the improving performance through provision of incentives to employees; current rates of the market and ensuring of cost effective benefit packages that motivate employees. Specific guidelines have been established for development of compensation systems for project organization. The basis of compensations in these kinds of organizations is based on job classification, performance appraisals, base pay and merit increases. This is completely different from non-project-based organization due various factors which include job descriptions and classifications, dual reporting and accountability, financial rewards basis and special overtime compensation.
What is the relationship between performance measurement practices and employee compensation and rewards?Employees performance doesnt entail the results of the behavior of an employee. Performance of an employee is all about behavior only that is what is done by employees not the outcome of the work employees do. It has been perceived that employees performance is a representation of the beliefs of an employee generally as a result of behavior and its contribution to the organizational success. Measurement of employees practices is carried out once every year without necessarily having to give efforts that are continuous in giving coaching and feedback (Howes 2001). Performance management practices are closely related to employees rewards and compensations. Employees are usually motivated through compensation when there are platforms of financial rewards that are tied to performance directly.
What is a human resource plan? Which enterprise environmental factors influence the development of a human resource plan?Human resource plan is a properly define classic administrative procedures for human resource together with identification and evaluation of requirements of human resources with a sole intention of achieving the goals of the organization (Walker 1980). It is important that plan is such that it ensures the organization competitive advantage and anticipate the staffing needs.Enterprise environmental factors refer to both external and internal environmental factors of the organization that influence the success of the organization. One of the enterprise factors that affect human resource plan is the culture and structure of the organization. Number of levels of hierarchy in the organization, individuals per each manager and depart mentation fall under organizational structure. Organizational
torture culture? It must be recognized that many human resources plan (HIP)s are not human resource plan (HSP)). If the organization has an organizational culture based on a culture of failure, Human Resource plans may not be appropriate because of any specific environment (e.g. poor food or housing conditions) or because each manager is responsible for all staff changes and changes that occur in order to maintain organizational competencies (Gleitz 2001). Human resources plan (HSP)s are not intended for the “realization of the goals” that the organization has set (Walker 1980). The process is characterized by a plan that:• Identify and determine the needs of the organization;• Evaluate, assess and assess, plan, and enforce the organization’s goals;• Identify the issues that will be addressed in the plan and present the organization with a specific goal that will be met with a plan;• Develop and implement actions to address the needs of the organization to meet other environmental, human resource and economic needs.Human resources plan (HSP)s have the potential to be inadequate because:• The planning process is limited and sometimes burdensome;and• The organization becomes uninterested in the need of human resources management without effective and efficient human resource management mechanisms, and the organization fails to fulfill its core objectives in the least amount of time as the organization has evolved; and• The organizational environment creates a culture of inadequacy.Human resource plan (HSP)s can also be a hindrance to achieving a human resource plan for human entities. Human resources plan (HSP)s must incorporate both human resource planning and environmental and business processes and are intended for one or more of the following:• Human resource management.• Human resource management activities are conducted on an individual basis, such as in a human resource planning plan in the case of human resource companies; the goal is to achieve maximum financial benefit, and the goal includes an organizational and management process.• Human resource management is carried out in cooperation with the employees of the organizations and the management of organizations. • Organizational and management planning activities are completed through an appropriate agency-related organization and the manager and staff.• Human resource plan (HSP)s are not designed to address organizational needs.• HR and other business management must fulfill their respective responsibilities for HR and other business management responsibilities and must do so in a manner that enhances human resources and competencies for managing employees of certain organizations and other human resources agencies.For an organization’s HR strategy, human resource planning and environmental management, HR HR and business management must be coordinated and developed according to the current environment and human resources needs. Human resources planning and environmental management (HSP) strategies need to be implemented to meet specific human resource needs, to meet the objectives of the organizational environment’s HR, and to ensure that human resources do not become a hindrance to the organization’s goals.Human resources planning and environmental management strategies have the potential to be inadequate because it depends on a low human resources management approach:• Human resource management strategies must include:Managing the organization’s HR, human resources management activities, and human resource management activities. • Human resource management and human resources planning tools. • Human resource management tools must involve human resource planning, human resource planning processes and human resource planning tools with a goal of increasing human resource use, by implementing planning and management tools that improve human resource use, and by incorporating human resource policy and goals and decisions in human resource plans.B. General Principles of Human Resource Planning And Environmental ManagementThe principles set forth in this section apply in all human resource planning and environmental management organizations. Human resource planning and environmental management (HSP) planning as outlined in Section K.1.9 is intended to ensure that human resources management strategy (HR, human resource management).HR is defined as a strategy for the management