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Jane Koepke Martin N ozar Marc Brandt

The University of West Bohemia in Pilsen Marquette University. H uman Resources Development. Jane Koepke Martin N ozar Marc Brandt. Founded in 1837 Business in over 160 countries while employing over 46,000 people. Agricultural Commercial & Consumer Construction & Forestry

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Jane Koepke Martin N ozar Marc Brandt

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  1. The University of West Bohemia in Pilsen Marquette University Human Resources Development Jane Koepke Martin Nozar Marc Brandt

  2. Founded in 1837 • Business in over 160 countries while employing over 46,000 people. • Agricultural • Commercial & Consumer • Construction & Forestry • Credit Operations

  3. In former times one of the greatest Czech industrial Enterprises • 4300 employees • 2003 - Sold to Appiang Group • Škoda Steele • 2004 – Sold to OMZ (United Heavy Machinery) • About 700 employees • Forge & Foundry

  4. How to increase Performance? • The Human Performance depend above all on: • - Motivation, • - Competence, • - Equipment. Development “Development is the long-term process of enhancing employee capabilities and motivation to make them valuable future members of the organization.” Milkovich, Boudreau

  5. Extended model of ERP • MIS - Management Information System • SCM - Supply Chain Management • CRM - CustomerRelationship Management

  6. The HRMS, HRIS, ERM HRIS - Human Resources Information System HRMS - Human Resources Management System ERM - Employee Relationship Management “EmployeeRelationship Management (ERM) is a cutting-edge, critical business process that enables your employees to do their job better. It is a process used to better manage your relationships with, and the working practices and effectiveness of, your workforce.“

  7. Pay-For-Performance Goals • Build employee trust • Promote belief that performance matters • Use multiple layers of rewards • Increase employee involvement • Use motivation and non-financial incentives

  8. Fixed Monthly Salary • 60% of paycheck • Based on experience, position, & education • Variable Salary • 40% of paycheck • Based on individual-based plan and team-based plan • Determined by supervisor

  9. Variable Salary Indicators

  10. Advantages

  11. Disadvantages

  12. Division-wide Incentives • Based on pay grade level • Three levels of incentives • STI – Short Term Incentives – most every wage employee qualifies. • MTI – Mid Term Incentives – Pay grade 8 and above. • LTI – Long Term Incentives – Pay grade 11 and above.

  13. STI • Merit-based pay raise annually • Some non-financial incentives like watches and plaques • MTI • Bi-annual and quarterly bonuses • Task specific rewards like trips • LTI • Only for top management • Stock options • Union Factory workers • Continuous Improvement Pay Plan (CIPP) • Shift premiums • Annual raises • Cost of living adjustments

  14. Corporate wide Pay-for-Performance Plans • Advantages • Financial flexibility • Increased employee commitment • Tax and advantages • Disadvantages • Employees at considerable risk • Limited effect on productivity • Long-run financial difficulties

  15. Jane, Marc and Martin Thank you for your attention!

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