Employment Clarity

Identifying the Reasons for Cessation of Employment Cessation of employment can be simply defined as either the employee leaving the organization for his personal reasons or the organization terminating the employment for any reason. When it comes to employees willing resigning from work, the reason, most of the time if de-motivation. Torrington (2008), who is an HR expert, mentions 10 reasons why people leave companies. Those are, Relationship with boss Bored and unchallenged by the work itself Relationships with co-workers Opportunities to use skills and abilities Contribution of work to the business goals Autonomy and independence Meaningfulness of job financial stability Overall corporate culture and Management recognition of employee job performance And there are the reasons for the company to terminate the employees from their work. Torrington (2008), presents top five reasons why the people are being terminat...

Evaluating the Process of Job Evaluation and Other Factors Determining Pay – Part 2 According to the topic of this article the author has been discussed the process of job evaluation in previous article. In Organization, following facts are the determining factors of pay in the company. Evaluation is as follows. Performance: This includes the previous and/or current work accomplishments or outcomes and behavioral interactions that typically form the basis of written, verbal or observational assessments of a candidate. Employees must meet acceptable job performance levels (contributor or higher ratings) to receive management-initiated salary increases (Montana and Bruce, 2008). Work Experience and Education: This includes the relevant employment history and academic qualifications of an incumbent or candidate. Work experience is the employment history of an individual (i.e., job titles held and corresponding des...

Evaluating the Process of Job Evaluation other factors Determining Pay – Part 1 Human resources department of an organization has to make sure that employees will be rewarded according to the contributions they make. It can be evaluate the process of job evaluation and other factors determining pay as follows. "Job evaluation is a systematic process for defining the relative worth or size of jobs within an organization in order to establish internal relativities. It provides the basis for designing an equitable grade and pay structure, grading jobs in the structure and managing job and pay relativities" (Armstrong, 2006). Figure 1 - Job Evaluation Methods (Author Developed) Job evaluation develops a plan for comparing jobs in terms of those things within the Organization considers important determinants of job worth. This process involves a number of steps that will be briefly stated here and then discussed more ...

Assessing the Effectiveness of Reward Systems “To win in the market place you must first win the work place” -Doug Conant, Fmr. President and CEO of the Campbell Soup Company Rewards are some kinds of way motivate the organized people. And also it comes from effective people management. There are different kinds of rewards like financial, social, psychic, extrinsic and intrinsic rewards . Employees can get financial rewards like salary, pay, perks, expenses, bonus and commission, benefits, rewards are reputation, recognition, praise and thanks, responsibility, interest, travel, stimulus, training, sense of achievement and advancement, development and promotions. Reward effectiveness can be assessed by measuring of employee attitudes, analysis of pay market positioning and staff turnover rates. Less well known measures are length of service, vacancy rates, and business metrics. Those are the measuring factors to assess the effectiveness of...