the purpose of reward management

Reward management is concerned with the formulation and implementation of strategies and policies in order to reward people fairly, equitably and consistently in accordance with their value to the organization. It deals with the development of reward strategies and the design, implementation and maintenance of reward systems (reward processes, practices and procedures) which aim to meet the needs of both the organization and its stakeholders. Reward can be regarded as the fundamental expression of the employment relationship.

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Forecasting labour demand

As we said previously the firms can forecast labour demand both externally, based on product demand; Seasonal demand, rate forecast, interest rate, exchange rate, competition-based for. And internally (this is the point now) by using several methods such as Managerial judgement  ratio-trend analysis, scatter plots.

-          External information sources can help the firms to evaluate the business and economy trends, such as Seasonal demand, rate forecast, interest rate and exchange rate… evaluating the business and economy trends can determine the product demand volume. And this will tell whether we need more workers, or not.

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performance Management II

previously we talked about Performance Management defined, concerns and the differences between Permanence Management and performance appraisal.

Today we will continue with:

Objectives of performance management

The objective of performance management is developing the capacity of employees that makes them able to meet and exceeding expectations and achieving their potential in terms to achieve firm's current and future goals.

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performance Management I

Performance management is an important HRM process that provides the basis for improving and developing performance and is part of the reward system in its most general sense.

Performance management defined

It is a systematic process for improving organizational performance by developing the performance of individuals and teams. It is means to getting better results by understanding and managing performance within an agreed framework of planned goals, standards and competency requirements. 

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JOB ANALYSIS QUESTIONNAIRE

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JOBANALYSIS QUESTIONNAIRE

Job title: …………………… Report to: ………………….	Department: ……………..
	Section: ………………….
Interviewed name:

Complete this questionnaire accurately . Base your answers on what is normal for your current job .

1. Basic function.

describe the major purpose and the prime reason for its existence:

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2. Supervisory Responsibility

Circle response which describes the type of supervision you provide:

-     Supervise department 

  -     Direct multiple departments through department managers

-     Manage multiple projects with no direct supervisory responsibilities

-     Lead and guide the work of other employees

-     Manage department and have final authority over hiring/ firing/ performance decisions

-     Manage more than one department through subordinate supervisors/ managers

3.  Responsibilities

List each of your major duties starting with those that occupy most of your time. Indicate the approximate percent of time you spend in each area. Do not include any duties which normally require less than 10% of your time.

This questionnaire will be used to analyse the functions of the job as it currently exists - future evolution of the position is not part of the duties and responsibilities and should not be included.

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