Every business strategy or decision, from mergers and acquisitions to downsizing and outsourcing, has the potential to be affected by labor issues. The labor relations manager handles all employees' negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees. The labor relations managers interpret and administer the contract with respect to grievances, wages and salaries, employee welfare, healthcare, pensions, union and management practices, and other contractual stipulations. In the absence of a union, industrial relations personnel may work with employees individually or with employee association representatives. Dispute resolution or contractual agreements has become significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions. Dispute resolution also has become more complex, involving employees, management, unions, other firms, and government agencies. Labor relations managers involved in dispute resolution must be highly knowledgeable and experienced, and often report to the director of industrial relations.
This link is how labor managers should define their employees for labor relations and contracts....
http://www.youtube.com/watch?v=eury3tWpyQg
Monday, March 28, 2011
Monday, March 21, 2011
Benefits...
Workers' compensation benefits can include medical care, rehabilitation expenses, and disability coverage to compensate you for lost wages. Benefit plans are designed to accomplish specific human resource objectives. It is important to measure your labor market competitors, as well as which benefits will attract and retain the best staff. HR/managers should also explore ways to differentiate compensation in order to attract, motivate and retain various groups. One strategic issue is an organization's stage of development; a start-up venture will offer low base pay and benefits but high incentives, mature firm will offer generous pay and benefits with moderate incentives.
The first step is to imagine the benefit plan design from the employees’ perspective. Each benefit feature should be related to employee needs so that you can identify which aspects of the benefit program are valuable to them. Benefit features that cannot be linked to employee needs should be noted for careful review.
A second aspect of benefit value relates to how efficient the benefit plan is at concentrating the benefits budget on directly satisfying employee and employer needs. Claim payments and expense charges that do not satisfy needs could be considered waste and eliminated. You can improve the cost-effectiveness of your benefits program by analyzing supplier agreements, risk management, plan design and claims adjudication practices. The following techniques can produce long-term cost savings by reducing the leakage of funds to inappropriate claims, excessive charges and unnecessary services. Actively manage your supplier agreements to produce immediate costs savings.
This article is about Cost Control and Flexibility; Today, cost control requires the ability of a health plan to effectively manage claims, monitor use of health care services, and empower employees to accept more responsibility for their health care...
http://www.asrhealthbenefits.com/content/public/default.aspx?id=332
The first step is to imagine the benefit plan design from the employees’ perspective. Each benefit feature should be related to employee needs so that you can identify which aspects of the benefit program are valuable to them. Benefit features that cannot be linked to employee needs should be noted for careful review.
A second aspect of benefit value relates to how efficient the benefit plan is at concentrating the benefits budget on directly satisfying employee and employer needs. Claim payments and expense charges that do not satisfy needs could be considered waste and eliminated. You can improve the cost-effectiveness of your benefits program by analyzing supplier agreements, risk management, plan design and claims adjudication practices. The following techniques can produce long-term cost savings by reducing the leakage of funds to inappropriate claims, excessive charges and unnecessary services. Actively manage your supplier agreements to produce immediate costs savings.
This article is about Cost Control and Flexibility; Today, cost control requires the ability of a health plan to effectively manage claims, monitor use of health care services, and empower employees to accept more responsibility for their health care...
http://www.asrhealthbenefits.com/content/public/default.aspx?id=332
Wednesday, March 16, 2011
Compensation...
Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally. A well-designed salary structure allows management to reward performance and skills development while controlling overall base salary cost by providing a cap on the range paid for particular jobs or locations. Both merit systems and incentive pay programs are both designed to motivate employees and improve their job performance. Merit systems are applied to exempt employees in the form of permanent increases to their base pay. Properly designed programs work because they are based on two well accepted principles: increased motivation improves performance and recognition is a major factor in motivation. The plan has to be simple, be specific, be attainable, and be measurable in order to work correctly and for employees to understand the link between profits and performance. Higher management/ HR should also teach supervisors how to do appraisals and how to give feedback, also develop an accurate performance appraisal systems.
This link is to an artlice showing the largest increase in merit pay since the start of the financial crisis, in mid-large sized firms...
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