OM-Q2-WEEK-3-TO-4-PPT.pptx om- week 4 pptx

Om

1. The Importance of Compensation, Wages and Performance E valuation, Appraisal, Reward S ystem, Employee R elations and Movement

2. DEFINITION OF TERMS   Compensation – all forms of pay given by employers to their employee for the performance of their jobs

3. Aspect Wages Salary Definition Payment given to workers based on the number of hours worked or the amount of work done . Fixed, regular payment (usually monthly or biweekly) given to employees regardless of hours worked. Basis of Pay Hourly, daily, or piece-rate (per unit of work). Fixed amount per month or year. Nature Variable – may change depending on hours/days worked. Stable – same amount even if workload varies. Common For Laborers, part-time workers, contractual workers. Professionals, office employees, managers. Example A factory worker earning ₱500 per day. An office clerk receiving ₱20,000 per month.

4. Performance Evaluation – a process undertaken by the organization designed to measure employees’ work performance Compensation/wages and performance evaluation are related to each other because the employees’ excellent or poor performance also determines the compensation given to them. Compensation can come in different forms. It may be directed , indirect , or nonfinancial .

5. 1. Direct compensation – includes workers’ salaries, incentive pays, bonuses and commissions. Types of Compensation

6. 2. Indirect compensation – includes benefits given by employers other than financial remunerations; for example: travel, educational and health benefits and others.

7. 3. Nonfinancial compensation – includes recognition programs, being assigned to do rewarding jobs, or enjoying management support, ideal work environment and convenient work hours.

8. BASES FOR COMPENSATION Employees may be compensated on the following bases: Piecework basis – when pays is computed according to the number of units produced Hourly basis – when pay is computed according to the number of work hours rendered Daily basis – when pay is computed according to the number of workdays rendered Weekly basis – when work is computed according to the number of work weeks rendered Monthly basis – when pay is computed according to the number of work months rendered

9. PURPOSE OF PERFORMANCE EVALUATION Administrative Purposes - used as basis for compensation decisions, promotions, transfers and terminations. Developmental Purposes - used as basis for identifying their training and development needs.  

10. Lesson 6

11. Employee relations - the connection created among employees/workers as they go about their assigned tasks for the organization to which they belong. Talking to a co-worker, perceived to be a friend , or working on a delicate tasks with others can be comforting during times of stress, fear, or loneliness.

12. Types of Employees

13. ENGAEDG

14. 1. Engaged Employees who work with passion and feel a deep connection with their company They drive innovations and move the organizations forward

15. ONT ENGAEDG

16. 2. Not Engaged Employees who are essentially “checked out” They put time, but not energy or passion, into their work

17. ACIVETLY DISENGAEDG

18. 3. Actively Disengaged Employees who are not only unhappy at work , but also act out their unhappiness They undermine what their engaged coworkers accomplish

19. Barriers to good employee relations. Anti-social personality Lack of trust in others Selfish attitude Not a team player Lack of Cooperation

20. Ways to overcome barriers to good employee relations:

21. 1. Develop a healthy personality to overcome negative attitudes and behavior

22. 2. Find time to socialize with coworkers

23. 3. Overcome tendencies to be too dependent on electronic gadgets

24. 4. Develop good communication skills and be open to others’ opinions

25. Performance Activity Title: Building Strong Employee Relations for Effective Management Objective: • To demonstrate the role of employee relations in promoting productivity, teamwork, and organizational success. • To apply real-life scenarios in understanding how positive and negative employee relations impact management. Group Role-Play (Simulation) • Divide the class or participants into small groups (4–6 members each). • Each group will present a short role-play/skit showing one workplace scenario: o Positive Employee Relations (e.g., teamwork, open communication, conflict resolution, recognition of efforts). o Negative Employee Relations (e.g., favoritism, lack of communication, unresolved conflicts, poor management support). • After the role-play, each group explains: o The effects of their scenario on management decisions and organizational performance. o What strategies managers can use to improve employee relations.

26. Giving grades using rubrics Content- 5 Creativity- 5 Relativity- 5 Explanation- 5 Total 20 points