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COMPENSATION AND BENEFITS
MODULE 4
DEFINITION
Compensation
– is a set of rewards that organizations provide to individuals in return for their willingness to perform
various jobs and tasks within the organization.
Pay
-is a statement of an employee’s worth by an employer or it is a perception of worth by an employee.
Wages
-usually refers to the hourly or daily rate paid to a worker level and paid for the Blue-collar worker
Salary
-refers to the weekly or monthly compensation paid to clerical, admin professional employee and paid
for the White-collar worker.
Compensation Objectives
ADEQUATE
EQUITABLE
Employees will believe their pay is equitable when they perceive the following circumstances:
a. It is fair relative to the pay co-workers in the same organization receive.
b. It is fair relative to the pay received by workers in other organizations who hold similar
positions.
c. It fairly reflects their input or contribution to the organization.
HR HIRING PROCESS 9 STEPS IN THE SELECTION PROCESS
1. Initial Screening
2. Application Blank /Review Of Applications
MODULE 3B 3. Pre-employment Tests
TYPES OF EMPLOYMENT TESTS
RECRUITMENT
A. Cognitive Aptitude Tests
It is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate B. Psychomotor Abilities Tests
qualifications, and encouraging them to apply for jobs with an organization. C. Job Knowledge Tests
D. Work-sample Tests (Simulations)
SELECTION E. Personality Tests
F. Drug And Alcohol Testing
The process of making a “hire” or “no hire” decision regarding each applicant for a job G. Honest Test/Polygraph Tests
GOALS OF RECRUITMENT
1. TO ATTRACT QUALIFIED APPLICANTS
H. Internet Testing
2. TO DISCOURAGE NON-QUALIFIED APPLICANTS. JOB INTERVIEW
SOURCES OF RECRUITMENT Content Of The Interview
INTERNAL RECRUITMENT
EXTERNAL RECRUITMENT 1. Occupational Experience
INTERNAL RECRUITING SOURCES 2. Academic Achievement
1. PROMOTION FROM WITHIN 3. Interpersonal Skills
2. JOB POSTING 4. Personal Qualities
3. CONTACTS AND REFERRALS 5. Organizational Fit:
EXTERNAL RECRUITING SOURCES 5. Background Investigations
A. ADVERTISING
B. EMPLOYMENT AGENCIES 6. Conditional Job Offer
7. Physical/Medical Exam
C. RECRUITERS
D. SPECIAL EVENTS 8. Permanent Job Offer
E. INTERNSHIPS G. PROFESSIONAL
F. EXECUTIVE SEARCH FIRMS ASSOCIATIONS 9. Notification to Candidates
H. UNSOLICITED WALK-IN PRESENTATION OF INTERVIEW
SELECTION APPLICANTS
I. OPEN HOUSES PREPARE FOR A MOCK INTERVIEW WITH 5 MEMBERS EACH GROUP. (MAX. OF 10
It is the process of choosing from a group of applicants those individuals best suited
J. EVENT for a particular position.
RECRUITING MINUTES PRESENTATION)
SELECTION CRITERIA
1. EDUCATION
K. VIRTUAL JOB FAIRS CHOOSE YOUR THEME:
2. COMPETENCIES L. CYBER RECRUITING a. DO’S AND DON'TS ROLE PLAY INTERVIEW
3. EXPERIENCE b. IDEAL INTERVIEW
4. SKILLS AND ABILITIES c. FUNNY INTERVIEW
5. PERSONAL CHARACTERISTICS d. SUCCESSFUL INTERVIEW
e. FAILED INTERVIEW
