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HRM > unit 4 > Flashcards

unit 4 Flashcards

(45 cards)

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1
Q

PERFORMANCE LINKED COMPENSATION

A

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2
Q

TYPES OF FRINGE BENEFITS

A 
emp holidays
sick leaves
canteen, restroom and welfare act
4. emp discounts
5. transport hospitality and education
6. layoff compensation
7. gym memebership
8. free housing.
9. cash awards
10. emp snack and meals
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3
Q

TYPES OF FRINGE BENEFITS

A 
paid leave
suplementary
insurance
retirement
legally required
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4
Q

OBJECTIVES OF FRINGE BENEFITS

A
  1. industrial relations
  2. motivation
    3.efficiency
  3. productivity
  4. protect old age and maternity against social risks
  5. protect the health h of the emp
  6. make a sense of belonging and retain them so is 8. why the fringe benefits are also called golden hand cuffs.
    9/ meet the requirements of legislations of fringe benefits.
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5
Q

FRINGE BENEFITS

A

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6
Q

types OBJECTIVES OF FRINGE BENEFITS

A

statutory benifits - employees provident fund scheme, gratuity or pension scheme, employee state insurance scheme
non statutory benifits - paymenents towar emp fund provident scheme, gratuity or pension scheme and canteen and medical facilities

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7
Q

incentive scheme

A

designed to stimulate human efforts by rewarding the person over and above remuneration for increase in improments towards teh objective

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8
Q

Merits incentive scheme

A 
productivity
efficency
less dispute 
healthy industrial relations
better cooperation
less supervision
advantage for both worker and employers
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9
Q

Demerits

A

chances of reduce in productivity
difficult to measure proportinate value in the work done
employment is uncertain

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10
Q

KINDS OR TYPES OF WAGE PLANS

A

time rate plan
piece wage plan
incentive scheme

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11
Q

Time rate plan

A

wage payment based on the time spent by emp on the production of the output

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12
Q

Time rate plan

merits

A

can be easily calulated
same kind of payment so reduces jealousy among works.
no time limit to check teh quality of the output
profitable system where the output cannot be measured

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13
Q

Piece wage pla

A

wage payment based on the quality of teh output prodiuced

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14
Q

FACTORS INFLUENCING COMPENSATION

A

internal factor

external factors

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15
Q

internal factors

A 
ability to pay
the employee
job requirements
job evaluation
organization strategy
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16
Q

external factors

A

demand and supply of labour
labour unions
govervnmert

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17
Q

COMPENSATION

A

giving monetary as well as non monetary awards for emps in order to compensate for the time allocated for their jobs

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18
Q

JOB EVALUATION

A

systematic process of assessing each job in relation to other jobs in the organisation is called job eval

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19
Q

MERITS OF JOB EVALUATION

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A 
salary and wage administration
job objective
inequalities in job
properly classified as unskilled and semi skilled
promotion
recruitment
job rotation and traning
20
Q

TYPES OF PROMOTION

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A 
limited
dry
multi chain
up and out
vertical and horizontal
21
Q

Limited Promotio

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A

increase of pay in teh same job or higher scale without chaning the job

22
Q

Dry Promotion

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A

no increase in emp’s pay. longer and impressive title to the employee

23
Q

) Multiple Chain Promotion

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A

systematic linking of each posiion to several other positions.

24
Q

Up and Out Promotion

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A

termination of services. promotion or seek employement elsewhere

25
Horizontal and Vertical Promotion
based on organization heiarchy and levels in management. promoting the emp from bottom to top is called vertical. promoting fromproduction dept to operation ept is called horizontal
26
TYPES OF TRANSFER
``` production replacement shift versatility remedial miscellaneou ```
27
Production Transfers
emp is transfered from one dept to another dept
28
replacement tranfer
an emp of long service is transfered from an dept to replace an emp with short service.
29
versatility transfer
trained for the purpose of production an replacement tranfer. trained on diff job to adjust on diff job when there is no work on his job
30
shift tranfer.
threee shifts. rotating. emp is transfered from one shift to next
31
remedial transfer.
In case an employee does not feel comfortable on his job, he may be transferred to some other job.
32
Miscellaneous Transfers:
classified as temporary or permanent transfers department - one dept to another dept sectional - within the dept interplant - one plant to another plant
33
TRANSFER
lateral move to a vacant position in the emp's current dept or new dept. normally wont chane in compensation
34
Promotion
move of an emp to a vacant scale at a higher position within the dept or in a new dept. increase in salary.
35
JOB CHANGES
a revision to teh existing job description of the emp. not a new position nor a promotion.
36
OBJECTIVES
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37
CAUSES OF JOB CHANGE
changes in 1. struicture of the org - job design, job groupoing. 2. legal policies. 3. political environment 4. tech 5. knowledge skills and value.
38
DIFFERENCE BETWEEN POTENTIAL APPRAISAL AND PERFORMANCE APPRAISAL
Potential Appraisal Performance Appraisal • Forward looking process • Backward looking process * Based on forecasting • Based on existing data * Focus on finding Hidden Talents • Focus on finding level of * Scope for Employee Empowerment productivity * Scope for Employee development • Leads for Confidence Leads for Corrections
39
TECHNIQUES OF POTENTIAL APPRAISAL
```  Self – appraisals  Peer appraisals  Superior appraisals  MBO  Management games like role playing  Leadership exercises etc. ```
40
PURPOSE OF POTENTIAL APPRAISAL
inform future prospects enhance career opportunites draft management successsion programe update training and recruiment
41
PURPOSE OF POTENTIAL APPRAISAL
identification of the hidden talents | and skills of a person.
42
DISADVANTAGES OF PERFORMANCE APPRAISAL
``` central tendency halo effect recency effect contrast tendency incompetence no uniform standards stereo typing lack of continuous assessment ```
43
METHODS (OR) TECHNIQUES OF PERFORMANCE APPRAISAL
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44
METHODS (OR) TECHNIQUES OF PERFORMANCE APPRAISAL
``` establishing performance standards communicating the performance standards measuring actual performance comparing the performance standards with the actual performance. discussing results taking corrective decisions ```
45
OBJECTIVES OF PERFORMANCE APPRAISAL
``` job change and promotion training and develop feedback to emp incentives to emp evaluating the effectives of devices used for selection and classification of workers ```

HRM (5 decks)

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