After reading chapter 13, you should be able to: Discuss the importance of benefits as a part of employee compensation, summarize the types of employee benefits required by law, describe the most common forms of paid leave, identify the kinds of insurance benefits offered by employers,...
After reading chapter 6, you should be able to: Identify the elements of the selection process, define ways to measure the success of a selection method, summarize the government's requirements for employee selection, compare the common methods used for selecting human resources.
After reading chapter 7, you should be able to: Discuss how to link training programs to organizational needs, explain how to assess the need for training,
explain how to assess employees' readiness for training, describe how to plan an effective training program, compare widely used training methods.
After reading chapter 9, you should be able to: Discuss how development is related to training and career; identify the methods organizations use for employee development; describe how organizations use assessment of personality type, work behaviors, and job performance to plan employee development;...
After reading chapter 10, you should be able to: Distinguish between involuntary and voluntary turnover, and describe their effects on an organization; discuss how employees determine whether the organization treats them fairly; identify legal requirements for employee discipline; summarize ways in which organizations can fairly discipline employees.
After reading chapter 12, you should be able to: Discuss the connection between incentive pay and employee performance, describe how organizations recognize individual performance, identify ways to recognize group performance, explain how organizations link pay to their overall performance,...
In this chapter you will learn: Human resources and quality management, changing nature of human resources management, contemporary trends in human resources management, employee compensation, managing diversity in workplace, job design, job analysis, learning curves.
In this chapter, you will learn about the staffing policies international companies use. You will also: Explore recruitment and selection in host countries and training and development programs, understand how companies compensate managers and nonmanagerial workers, and examine the importance of labor-management relations around the world.
After reading chapter 2, you should be able to: Describe trends in the labor force composition and how they affect human resource management; summarize areas in which human resource management can support the goal of creating a high-performance work system; define employee empowerment, and explain its role in the modern organization; identify ways HR professionals can support organizational strategies for quality, growth, and efficiency.
Chapter 19 - Share-based compensation and earnings per share. We've discussed a variety of employee compensation plans in prior chapters, including pension and other post-retirement benefits in chapter 17. In this chapter we look at some common forms of compensation in which the amount of the compensation employees receive is tied to the market price of company stock.
After reading chapter 8, you should be able to: Identify the activities involved in performance management, discuss the purposes of performance management systems, define five criteria for measuring the effectiveness of a performance management system,...
After reading chapter 11, you should be able to: Identify the kinds of decisions involved in establishing a pay structure, summarize legal requirements for pay policies, discuss how economic forces influence decisions about pay, describe how employees evaluate the fairness of a pay structure, explain how organizations design pay structures related to jobs.
In this chapter students will be able to: Discuss and explain the tax implications of compensation in the form of salary and wages from the employee’s and employer’s perspectives, describe and distinguish the tax implications of various forms of equity-based compensation from the employer’s and employee’s perspectives, compare and contrast taxable and nontaxable fringe benefits and explain the employee and employer tax consequences associated with fringe benefits.
After studying this chapter you will be able to: Describe the tax and nontax aspects of employer-provided defined benefit plans from both the employer’s and employee’s perspective; explain and determine the tax consequences associated with employer-provided defined contribution plans, including traditional 401(k) and Roth 401(k) plans; describe the tax implications of deferred compensation from both the employer’s and employee’s perspective;...
In this chapter we look at some common forms of compensation in which the amount of the compensation employees receive is tied to the market price of company share. We will see that these share-based compensation plans – share awards, share options, and share appreciation rights – create shareholders’ equity. The nature of this compensation will impact the way we calculate earnings per share, the topic of the second part of this chapter.
In this chapter we look at some common forms of compensation in which the amount of the compensation employees receive is tied to the market price of company stock. We will see that these share-based compensation plans-stock awards, stock options, and stock appreciation rights-create shareholders’ equity. The nature of this compensation will impact the way we calculate earnings per share, the topic of the second part of this chapter.
Chapter 2: The 2004 Proposed FAS 123 Requirements. The FASB concluded that the 2004 proposed FAS 123 would require a single method of accruing compensation cost for awards with a graded vesting schedule.
CHAPTER 21 Rewarding Performance
After completing this chapter, you should be able to answer the following questions:
How are employee compensation and maximization of stockholder wealth related?
What are the alternative means of rewarding performance?
People must trust P&G before they provide their personal information
P&G needs personal information to:
-manage employee compensation and benefits
-build a relationship with consumers
-do consumer research
-manage communications with employees, consumers and customers
The overall organizational structure of the Port Authority is heavily concentrated in
senior and middle management. This structural characteristic in large part is driven by
the long‐tenured nature of the employee workforce that has been promoted based on
seniority and not necessarily merit.