Set salary

Based on grade some organizations have salary. In case salary is identified very easily by taking assigned job grades. Each grade is having its own salary range in organization so it is important to identify salary of particular job within specific job salary range. In organization setting salary level is helpful to understand other organization paying levels for their staff that have similar jobs. Salary structure setting is mentioned below: In salary identification following issues is taken into consideration:  Employee practice and local labour legislation: This issue includes minimum wage, social security and employment tax.

When possible take suggestions from consultant and local employment lawyer.  On allowances, salary and other benefits local common practices: This issue includes similar jobs of other organizations researching. Best practice for this issue is contact eight organizations which have similar jobs. Human resource specialist should take about this activity. It is better to gather other organization charts and job profiles because all organizations won’t have similar titles and duties for particular job. * Job location: if assigned job is external to organization then special care should be taken in research process.

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Main justification is cost and living cost will be varied to other and main places.  Budget availability: To pay salaries to employee’s available budget is also taken into consideration. Salary levels must be in limit of available funding. Salaries paid to staff are reflected by other organization paid salaries for same job. If funds are limited then it will reflect salary levels in organization. Other salary issues Information should be provided to staff about their salaries, change in salary by grade and in employee contract grade should set. To staff member salary is paid directly.

When salary is paid in form of cash then organization and staff should sign on pay slips. From staff salary, social security payment and taxes are deducted and this is legal requirement. Each year individual salary levels must be reviewed by organization by taking local conditions into account. Benefits: From other organizations, when collecting information about salaries it is better to gain information about benefits which are offered to employees in other organizations. Benefits should have following things: f Human resource management In framework of government organization, long established task is human resource management.

Using this task, government achieves its obligations to secure staff commitment, good employer, to give best performance staff is managed and developed in serving government community. Organization must respond to changing expectations of community means managing employees plays important role because staff is playing role in delivering services. Staff management is stressed in performance oriented and customer service organization. Human resource management is created by concentrating on strategic policies, setting guidelines, determining policies, setting rules, advising departments and branches on implementation.

With this, procedures and policies are simplified and departments and authorities are delegates by branches. But organization must focus people management rather than rules of administration. Organization branches and its departments must focus on its own human resource management plan. This plan helps organization in achieving its operational requirements. Civil service branch gives support to initiates of human resource management implementation. Organization is existed to serve community and it needs resource in its serving. Any organization depends upon its staff to reach its goals.

So, staff must have clear instructions in its work and their performance in their work must be verified. To perform these tasks, human resource management is required by any organization. Human resource management has its own definition and its planed approach which manages its employee performance and their work effectively. Main goal is establishing flexible, more open and caring style in management. By that staff will be developed, motivated and managed in a way that they can give their best efforts to support missions of departments. 3. 10 Principles of the organizations

Organization totally has four principles which give suggestions in its work. So organization must follow below mentioned principles in its work and to guide their departments in managing human resources.  Organization should be well employer. Organization must treat as their main assets are people.  Staff must be hired based on their skills and their careers managed based on performance.  Staff should feel responsible for developing organization Manager would take care in managing people and departmental objectivities and plans must guide departmental plans of human resource.

Human resource management has its values. Those values are mentioned below:  The careLeadership and management

Organization must have values because its culture is shaped by its values. Values are key factors to know working ways and how working procedures. Service value is constructed based upon departments and required culture development. Instinctive feel is given to staff by good values and expected decision they can made. So, it reduces time amount spent on consulting other people before taking decisions. Department should develop its own values and developed values must support its organization mission, desired culture, objectives and staff motivation in giving best output.

To do all activities in structural way human resource management is helpful by functions linking such as departmental values aims and values training and performance management. Trust, teamwork, care and encouragement which are considered as important values are brought by human resource management. 3. 11 HR Managers and their strategies Human resource policies are implemented by mangers of every department and managers play important role in practices of successful management. Performance management key is hold by managers.

Managers should have following things.  Staff individual objectivities must be determined to work and give support to their departments. Guide lines should be provided to staff and staff supervision must exist involves every feedback about employee’s work.  Appraisals must be conducted.  Whenever necessary appropriate action must be initiated and counseled to address miscount and poor performance.  Required developing and training needs must be identified for staff and with available opportunities these values must be matched.

Regularly communicate with staff that should affect staff in their work. * About staff welfare special care must be taken. Human resource management departmental plans: Overall policies linked together by using departmental plans of human resource management. Policies include mission, objectives, departmental values, and any specific activities of human resource management and all policies are taken at management level of line. Clear guidelines and policies are provided by plans for managers and staff. Designed plans must answer below mentioned issues.

Which staff is required and which type of procedures are followed in requiting staff and required quality of people to achieve departmental needs.  Giving guarantee that organization has full motivated workforce.  To develop and train employees, what type of programs must be conducted  Required people must feel greater responsibility and responsiveness about their job based on demands they should exhibit different abilities and skills. By considering above issues human resource plan must be designed to give support to departmental plans.

Departmental plans give guarantee about human resource management credibility and relevance. But designed human resource plan must have link with organization department mission, structure, program objectives and values for period of planning. Before planning human resource management, in department how human resources are managed and organized must considered. In department, human resource management responsibility is assigned to directorate officer level by giving importance to subject. In this level, officer must have knowledge on mission, objectives and values of department.

It also considers relationship between administration staff and managers and with specific responsibilities of human resource management officers are charged i. e. training officers. Once planning process aspects are created, then human resource management key areas are addressed and its mapping is initiated. 3. 13 Managing performance Introduction In function human resource management, managing performance is an important task. Main objective of this component is improving whole effectiveness and productivity and it is possible by increasing individual potential and performance.

Performance management is dealt with Motivation  addressing poor performance 3. 12. 1 Motivation Motivation is main key in human resource management success development. Performance is increased by self motivation rather than external motivation and self motivation is main aim of managers and it brings higher performance standards. 3. 12. 2 Principle Managing staff effectively is main principle in organization. Employee must show self management without using any rules and controls. 3. 12. 3 Procedures.

Staff can be motivated effectively by including recognition, giving praise and positive feedback. By passing feedbacks of staff to senior managers, in organization everybody knows who is working well and who is giving best efforts to organization. ‘Management by mistake’ is other thing involved in organization and most of feedback in this received for mistakes. When staff performed any genuine mistake, if he guided in right direction in that situation, staff can perform very well and he will be supported. Staff should be guided in right direction towards confident, positive, taking responsibilities and making decision in proper way.

Staff can give their best if they have clear expectations, trusted, valued, encouraged and motivated. 3. 12. 4 Promotion Individual employee skills, attitude, ability and knowledge are denoted by promotion which is required for them to perform their tasks effectively at next level of higher. In relevant work areas exhibited skills and knowledge are reflected by competencies. Promotion motivates employee behavior and plays an important role in his job. 3. 12. 5 Principles Promotion key is merit principle and for job specified person is best or not is also work like key.

Experience and potential ability are considered in performance assessment. Assessment process must be transparent and fair. From annual performance and performance of day to day activities, it is differentiated. 3. 12. 6 Promotion procedures Department heads/ grade heads have opportunity to invite officers for promotion apply and officers are allowed to promotion opt out. Normal promotion boards rule are impartiality and transparency must be increased  Opportunity must be provided to eligible potential of officers and succession planning of organization.

In staff reports, supplement information is provided by conducting needed promotion and appropriate interviews. This situation will be raised when available staff reports are not sufficient and in terms of consistency and fairness any questions are raised. Promotion boards must have knowledge on unfairness of potential. Good management provides information about promotions to staff and it is useful in communication enhancement. Departments have encouragement in giving feedback about promotion after related exercise is conducted. 3. 13 Performance appraisal.

Performance of individual performance is compared with previous objectives of work and based on result performance appraisal is assessed. Two functions are served by it. In first function, in current job individual person performance is evaluated which enabled by management to identify weakness and strength. Second function gives information to assist posting of management plan, promotions and transfers. With this help management can able to compare potential and performance between offices that are presented in same level of rank. 3. 13. 1 Principles of performance appraisal.

For performance appraisal, following basic principles are listed below: To design own appraisal system, department heads/ grade heads have flexibility with these framework principles. As multipurpose management tool performance appraisal is regarded. Functions of human resource management are guided by staff appraisal outcomes.  It is considered as joint responsibility of supervision and individual person.  It is outgoing process and also continuous is exhibited. Individual performance is related to objectives of department by following this.

Into system, balance and check must be built to make sure objectivity and fairness. At one rank outstanding performance does not give suitability to high rank promotion. 3. 13. 2 Procedures of performance appraisal Except probation period, for officers performance appraisal is carried out once per year. Different organizations have their own performance appraisal. At reporting cycle beginning level, appraising officer must accept appraise over reporting period on main responsibilities and objectives.

Between appraise and appraisal officer’s responsibilities and objectives list must be reviewed during reporting cycle if any changes are required or not must be identified. At ending of reporting cycle, assessment is written by appraisal officer. 3. 13. 3 Supervision and guidance To staff directions and feedbacks must be provided based upon day-to-day supervision and guidance. It helps to annual performance appraisal, promotions of group officers and good performance performed staff assist. Principles Good performance is contributed by supervision and promotion and blocks progress is discouraged by it.

Feedback should be in following form.  Frequent-until feedback appraisal or formal performance, staff should not wait. Balanced- it must focus on bad and good performance  Immediate- immediate feedback have fast impact then month later or several weeks given feedback.  Specific- about feedback covered actions, staff won’t have doubts.  Constructive- feedback must concentrate on successful behavior and overcoming difficulties Procedure On day by day basis, supervision and guidance is provided whenever necessary are occurred. 3. 13. 4 Addressing poor performance.

Every time employee performance is checked whether he is performing his activities are correctly or not. If poor performance is exhibited any employee, manager should handle such type of situations otherwise it totally effects organization performance and its productivity. Principle If staff in not performing assigned tasks for their experience and rank, then it will be considered as poor performance and this situation must handle by manager by giving appropriate guidance and supervision. The whole procedure handle situation in objective, fair and sensitive manner. Procedure.

In light circumstances, each instance should be tackled. Normal performed action sequences are listed below:  Counseling- staff should be guided in which areas they should improve their skills and by following which way they can achieve that.  Appraisal- if staff is not responded to counseling guidelines then his performance is listed in annual appraisal. If staff is not responded to counseling and appraisal then there is formal process is existed to deal this type of situations. Increments stopping, written warning that has non-performance and public interest retirement come under this type of processes.

3. 13. 5 Development and training Introduction By conducting development and training programs, employee gain knowledge, abilities, skills and necessary attitude which is useful for their performance improvement. On goals and objectivities of department, reaching staff competencies are concentrated by staff development and training programs. Below mentioned characteristics are exhibited by normal approach: * Communication must maintain with developing and training people.  Staff competencies and operational requirements are regularly analyzed.

Development and training are related to goals and objectivities of organization Training personnel skills Regular evaluation.  Learning culture must be in continuous matter  Staff and manager must have joint responsibility for determining and achieving necessities of training. And  For various styles of leaning and circumstances, different development and training methods are available. Two main things are considered as key components of development and training. Below information gives explanation.  Training  Development 3. 13.

6 Training Management which is included in training must have its own training functions and managers have different responsibilities so they have to fulfill these responsibilities effectively.  Training policies of organization is designed by management and training plans are organized in such a way that it supports mission, values and objectives of organization.  On training needs and competencies, managers must have knowledge. Training activities must be implemented and coaching must provided and every time performance of staff must be verified.

Most development opportunities are made by responsibilities of staff and these opportunities increase potentiality of staff. Various training methods which are necessary are mentioned below.  Induction: new staff must have knowledge on procedures and requirements of job, performance standards and objectivities, norms and values of organization. Management development: management team must have required skills and knowledge which is responsibility of them.  Vocational: some back ground must have to be done by managers to provide technical and professional knowledge on skills.

Communication and language: communication and language are necessary to meet needs of organization which prepare future work.  Computer: basic computer knowledge should be provided to staff. 3. 13. 7 Development Development process focuses on staff potential development and existing skill level development and preparing staff mind set as their responsibility for organization development. Individual aspiration and needs are balanced by career development program. Difficulties in needed services must be reduced. Posting Based on previous experience and ranking, position is assigned to staff.

Potential and future needs are also involved in posting process. Staff should develop their skills in different areas on they can develop their skills in particular area by having best experience in that area. Balance development way between individual and organization needs and aspirations must be determined. Future posting decision is finalized after complete discussion with staff on understanding organizational needs. Acting appointment Three kinds of acting appointments are presented in organization as mentioned below:  “With a view” action must be performed.

For substantive promotions, staff suitability must be assessed to ranking posts. “With a singling out effect” action will be taken with substantive promotion if immediate or acting promotions are not presented for staff.  For administrative convenience action must be taken. To cover general post holder absence high ranking is given to staff. Long holidays, through sickness or maternity leaves are taken into absence of post holder account. Other acting opportunities provided for staff in their exposing are depended based on testing ability, responsibilities and duties.