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HRM Practices to support strategic goals (83) (Job Analysis and Design…
HRM Practices to support strategic goals (83)
Job Analysis and Design
Task: Simple/Complex
Skills: Few/Many
Tasks: Few/Many
Job Descriptions: Specific/General
Recruitment and Selection
Socialisation: Limited/Extensive
Assessment of Skills: Specific/General
Sources: External/Internal
Career Paths: Narrow/Board
Training and Development
Orientation: Individual/Group
Train employees: Few/All
Focus of skills: Current/Future
Structure: Spontaneous and unplanned / systematic and planned
Performance Management
Orientation: Development/Administrative
Criteria: Short/Long term
Criteria: Behavioural/Results
Orientation: Individual / Group
Pay structure, incentives and benefits
Incentives: Short/Long Term
Equity: Internal / External
Pay weighted towards: Salary and benefits / Incentives
Incentives: Individual / Group
Labour and Employee Relations
Decision making: top-down/participative
Due process: formal/none
Bargaining: Collective / Individual
View employees as: expense / asset