According to Boudreau and colleagues, a model of efficiency metric will measures the cost of work-life balance programs to determine the return on investment (ROI). While that is an indicator of how work-life balance programs affect the capacity and actions of employees in targeted talent pools, the other type of measurement concentrates on the real impact of work-life balance programs on organisational performance by measuring the value added to the organisation by a work-life balance program (Bardoel et al. 2008, p. 243). There are several key factors to be considered in measuring ROI of WLB programs, such as audience, culture, designing the data collection process, integrating findings and making projections and identifying the company’s primary goals. Recommended by Lockwood (2003, p. 6-7), the best five keys areas to consider in term of performance measurement are employee time saved; employee retention; increased motivation and productivity; absenteeism; and decreased health care costs and stress-related illnesses.
Job evaluation and compensation primary focus is to determine the appropriate compensation is being given for the expertise and responsibilities that the job requires of an individual. In order to determine if an individual is being properly compensated an industrial organizational psychologists must look at compensable aspects, examining the sensitivities of fairness and equity (SIOP). Job task analysis purpose is to gather enough information in order to properly be able to design training program, performance criteria, job evaluation systems, and be able to create occupation paths. To properly develop a job task analysis one must gain information regarding knowledge, skill, abilities required to perform the job, the physical strain of the job, the type of the management and the group setting
Job standard is the minimum acceptable performance of a job regarding quality and quantity in which helps the management to apprise the employees’ performance . 4- job evaluation: is the process of comparing between the value of each job relation with another job. is a job ranking method which is used to determine and design the systematic pay structure, and also It provides the sufficient information for preparing both job description and job specification. Objectives of job analysis: 1- increasing employees’ job satisfaction, which
• Any performance appraisal process should be uniform for all employees within a job group and decision is based on those performance appraisals should be monitored for differences like race, sex, national origin, religion, or age of an employees. • All specific performance standards should be formally communicated to employees. • All employees should be able to review their appraisal results. • There should be a formal appeal process for the rate to rebut rater judgments. • All rater should be provided with written instructions and training on how to conduct appraisals properly to facilitate systematic.
They are as follows: - Strategy and business need - Process and resource optimization - Role and responsibility Developing Job Descriptions Job description is an important document to articulate the important outcomes needed for an employee performing a particular job. The following are its multifaceted uses: - Advertising and hiring for open positions - Assessment during the selection process - Agreement between employee and management on scope of the role - Performance evaluation The figure below outlines the process for creating job descriptions: Wipro will collaborate with the stakeholders to determine and create accurate job descriptions using the below steps: - Creating roles with responsibilities for each function and operational unit - Determining and mapping skills for each
The detail provided in the job analysis or valuation of work elements and job description includes analyst’s level information through which job evaluations can be conducted (Brannick et al., 2007). The examination of compensable factors (such as qualities of the job), help in ratings. The ratings can also be done by inspecting the job thoroughly, or by comparing the job with other qualified jobs (Brannick et al., 2007). The Job evaluations includes the examination of the types of duties to be done in the job, the type of knowledge, abilities, and aptitudes desired for performing the job. The complexity of the job Is then determined, the degree of complecxity of the job and the value of tasks performed in the work.
The assessment method used by organization for selecting the manager is likely to perform most effectively based by the approaches to selecting the workforce. Most organization uses appropriate approach to select which uses informal tools and procedures used for initially to reduce the pool of candidate and through a more extensive assessment process. There is different type of formal assessment the organization use for selecting the job candidates. The job analysis focus on job required by individuals which is involve a comprehensive list of work task that individual need to do their job. Based the job analysis they identify the task that workers required to do the job then they also identify the KSA’s that needed to perform the job effectively.
Performance management forms the core foundation and context for the creation and measurement of key performance indicators in a firm. Here, the measure of a firm’s performance refers to the key success factors and quantifiable performance indicators used to measure or keep track of the changes made Vis-a-vis their impact towards the attainment of a company’s long-term goals and objectives. Kaplan and Norton (1996) mentioned several criteria for measuring the performance of a firm’s performance measures; however, scholars recognise validity as a key criterion towards a firm’s performance measure because it bears the greatest impact to company's managerial operations. This essay analyses such criterion in relation to a real-life example. Validity
Examine that rewards only motivator for employees with an explanation of what are other most motivators for employees. Introduction In today's competitive business environment organizations are confronting numerous challenges and among those challenges obtaining right workforce and holding it, is of most extreme significance. These days, human asset is thought to be the most imperative asset of any organization. To get the efficient and effective result from human asset, representative motivation is vital. Employees will give their greatest when they have a feeling or trust that their endeavors will be rewarded by the administration.
Some of the definitions given by various experts in management books are relevant and studied here. The most common definition explains performance appraisal as a process of evaluating an employee's performance of a job in terms of its requirements. According to Heydel, "It is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is employed for purposes of administration including placement, selection for promotions, providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally". Another expert says, "It is a process of estimating or judging the value, excellence,