HROB 2100 Lecture Notes - Lecture 10: Employee Stock Ownership Plan, Rating Scale, Job Analysis

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Saad Hossain

Document Summary

How to pay: rewarding individuals through variable pay programs. Many firms are moving towards variable-pay programs: a portio(cid:374) of a(cid:374) e(cid:373)plo(cid:455)ee"s pa(cid:455) is (cid:271)ased o(cid:374) so(cid:373)e i(cid:374)di(cid:448)idual a(cid:374)d/or organizational measure of performance. Individual based: piece-rate wages, merit-based pay, bonuses, skill-based pay. Organizational-based: profit sharing, employee stock ownership plans (esops) and stock options. Job characteristic model: can describe any job in terms of five core job dimensions. Skill variety, task identity, task significance, autonomy, feedback. Performance management: the process encompassing all activities related to improving employee performance, productivity and effectiveness. Includes goal setting, pay for performance, training and development, career management, and disciplinary action: step 1: defining performance expectations. Task performance: direct contribution to job-related processes. Contextual performance: indirect contributio(cid:374) to the orga(cid:374)izatio(cid:374)"s so(cid:272)ial respo(cid:374)si(cid:271)ilit(cid:455) values. Legal considerations: correlate performance expectations to job activities. Important to have open two-way communication: step 2: providing ongoing coaching and feedback. Employee responsible for monitoring own performance and asking for help.