Short answers final
Describe an example of a successful new -employee orientation. Why are both employee needs and organizational needs important to consider?
A successful new-employee orientation would provide the new hire with information on workplace structure, policies, processes, practices, standards, and expectations that will ultimately lead to the employees success within the company. The orientation would be customized to meet through the appreciation of values and culture of the company. The next method I would implement is "eating the apple" method which means one bite at a time. This would translate to breaking up the orientation into brief sessions over days or weeks. That way the employee will remember more because of the integration of information. Lastly, I would make the onboarding unique by welcoming new employees with balloons, upbeat music, and breakfast. This would provide a positive lasting first impression.
What are the advantages and disadvantages of including discussions of compensation in a performance management interview
An advantage of including discussions of compensation within a performance interview is that you will clearly be able to see where your raise is coming from based on your appraisal criteria. It allows for the supervisor and employee to reflect and plan leaving little doubt in regards to whether you are receiving the appropriate compensation. It also gives employees the opportunity to discuss performance and performance standards. This could be a time to identify and recommend strategies for improving employee performance if they did not receive a significant raise. Some of the disadvantages include expecting an employee to focus on his or her development while also waiting for the all-important information about compensation is difficult and unrealistic. Another disadvantage is if the manager or supervisor can actually conduct an honest developmental appraisal in combination with a discussion that affects the employee's income. A common practice to correct this would be to temporarily separate the periodic performance review from the process of informing employees about compensation.
Assume that you are a manager at a low -budget healthcare setting (e.g., local health department). What will you do to recruit new staff and to motivate current employees when competitors in the area are able to pay 30 percent to 40 percent more than your organization?
As a manager of a low budget healthcare department competing with other organizations for staff, I would focus on intrinsic factors in order to recruit new staff and motivate current employees. One of the most important intrinsic factors that I could give without any cost to the company or myself would be recognition either for completing an assignment or meeting performance objectives. This would allow the employee to feel a sense of belonging to the organization. I would also offer flexible work environments by offering a condensed work week through four ten hour shifts. This flexible schedule would be an attractive offer for new staff members. I would also offer a mentoring program to boost retention and engage employees through leadership.
What is the distinction between performance appraisal and performance management? Please be specific in your response.
Performance management refers to a set of tools and practices used for setting performance goals with employees, measuring individual performance, designing strategies with employees to make and sustain improvement, monitoring employees progress toward achieving goals, and providing ongoing feedback and coaching by supervisors and peers and subordinates. It essentially helps to align the work of individuals and teams with the goals of the organization. An example of performance management would be the annual or periodic performance review. While performance appraisal is often used, that term tends to limit the process to measurement, which is a necessary but insufficient part of performance management. Examples of performance appraisal would be quality of work, and quantity of work
How did the Social Security Act change the way retirement benefits were viewed?
The act set a precedent, and other benefits coverage began to expand. Social Security provided some retirement benefits and included coverage of categorical programs but not medical coverage for the elderly or poor. Since then there have been amendments to the act which added income protection for the disabled along with health insurance for the elderly and disabled. Employers are now offering competitive retirement packages that can be an excellent recruitment and retention strategy. Before the great depression, putting money away for retirement was not thought of. The great depression shed light on the importance of being financially stable later in life when facing age, illness, and disability.
Describe the concept of total compensation. Identify as many possible elements of total compensation as you can. Why is this concept important?
The concept of total compensation is the value of the employee's base salary plus the value of the benefits package. There are many elements to this and several ways in which it can be articulated. Employer contribution to health insurance, unemployment compensation, workers compensation, vacation leave, sick leave, short & long term disability, disability insurance, retirement plans, domestic partner coverage, and wellness programs. The concept of this is extremely important because having an understanding of the full range of benefits that the employer provides will allow you to understand the richness of the specific organization. It can also determine whether or not the employee will accept a job offer or even prevent someone from leaving the company. It also makes an employee more loyal and committed when they feel valued through a companies compensation benefits.
