TAILIEUCHUNG - Lecture Fundamentals of human resource management (11th Edition): Chapter 12 - DeCenzo, Robbins, Verhulst

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,. | Chapter 12 Employee Benefits 1 Employee Benefits Have become important tools for recruiting and retention of qualified workers Do not directly affect a worker’s performance, but inadequate benefits lead to employee dissatisfaction Competition for the best employees required employers to offer creative benefit packages Introduction 2 Fundamentals of Human Resource Management 11e Benefit and service offerings add about 30% to an organization’s payroll cost Benefits may become the focus of negotiations with employees when large wage and salary increases are not feasible Introduction 3 Fundamentals of Human Resource Management 11e Some of the benefits we enjoy today were established under Franklin Roosevelt’s New Deal as a response to the Great Depression-- most notably unemployment insurance and social security. To get a taste of this extraordinary time, watch Benefits are approximately 30% of total compensation Introduction 4 Fundamentals of Human Resource Management 11e Social Security Financed by equal employee and employer contributions, based on a percentage of earnings Provides income for retirees, disabled workers and surviving dependents Provides some health insurance coverage through Medicare Social Security Administration website: Click here Legally Required Benefits 5 Fundamentals of Human Resource Management 11e Unemployment Compensation Funded by employers who pay combined federal and state tax imposed on taxable wage base Tax varies based on organization’s unemployment experience: the more layoffs, the higher the rate Provides employees with some income continuation during periods of involuntary unemployment Typical coverage is for 26 weeks May be extended beyond 26 weeks when unemployment is high Legally Required Benefits 6 Fundamentals of Human Resource Management 11e Requirements to Receiving Unemployment Benefits: Involuntary loss of job (but not having been fired) Must have worked a minimum number of weeks

• Quản trị kinh doanh
• Human resource management
• Human resource
• Global business environment
• Labor supply
• Labor supply
• Fundamentals of human resource management
• Employee performance
• Lecture Essential human resource management
• Bài giảng Quản trị nguồn nhân lực
• Essential human resource management
• Organization human resource
• Human resource management theory
• Lecture Human resource management
• Quản trị nhân sự
• Strategic human resource management
• Strategy implementation
• Personnel management
• Human resource systems
• Human resource strategies
• Human resource environment
• HR’s strategic role
• Human resource planning
• Company's strategic direction
• Human resource recruitment
• Employee separation
• Organizational strategy of human resource
• Recruitment human resource
• Training and development human resource
• Compensation system
• Organizational strategy
• Human resources
• Quản trị nguồn nhân lực
• Human relations era
• Industrial psychology era
• Legal environment
• Retirement programs
• Managing human resource globally
• Collective bargaining
• Labor relationship
• HR planning process
• Manpower requirement
• Skills inventory
• Human resource training
• Training needs assessment
• Evaluate training programs
• Developing employees
• Compensating human resources
• Electronic human resource management
• Labor force
• Managing human resources
• Define human resource management
• Explain how HRM contributes
• Identify the responsibilities
• Ebook Human resource management
• Strategic HR management
• Equal employment opportunity
• Selecting human resources
• Equal opportunity
• Human resource management strategy
• Job analysis
• Performance management
• Managing human resources globally
• Human capital
• Summary of PhD thesis
• Human resource development
• Human resources for order management
• Vietnam garment enterprises
• International markets
• The global context
• Workforce planning
• Organisation design
• Human resource management in organizations
• Recruiting and labor markets