1
Fundamentals of Public Administration
MPA - 406
FACILITATORProf. Dr. Mohammad Majid Mahmood
Lecture – 22
Reflections
3
MANAGING POOR PERFORMANCE
Specify the Improvement required
4
MANAGING POOR PERFORMANCE
Be Supportive
5
MANAGING POOR PERFORMANCE
Keep Records
6
MANAGING POOR PERFORMANCE
Schedule a Follow Up Meeting
7
MANAGING POOR PERFORMANCE
Provide Training, Support, Coaching, etc
8
MANAGING POOR PERFORMANCE
Consideration of Alternative Action before Dismissal
9
DEAL WITH PROBLEMS PROMPTLY
Otherwise:
The poor performers can reasonably assume their performance is acceptable
10
DEAL WITH PROBLEMS PROMPTLY
Otherwise:
Others may become de-motivated and stressed
11
DEAL WITH PROBLEMS PROMPTLY
Otherwise:
The problem behaviour will become a habit
12
DEAL WITH PROBLEMS PROMPTLY
Otherwise:
A precedent may be set
13
DEAL WITH PROBLEMS PROMPTLY
Otherwise:
Your credibility may be damaged
14
• A well-designed performance management system supports an integrated human resource strategy which enables the attainment of organizational and individual goals
Performance Management
15
Compensation Management
Compensation Management
Compensation Management is the process of developing, implementing, maintaining, communicating & evaluating the remuneration in order to get ,motivate & retain the competent employees.
-Stephen P. Robbins
17
Compensation Management - Meaning
• It is one of the functions of administration that deals with every type of reward individuals receive in exchange for performing organizational tasks.
• It is an exchange relationship.
-Stephen P. Robbins
18
Compensation should be…
Equitable-Patton
19
Compensation should be…
Balanced
-Patton
20
Compensation should be…
Cost- Effective
-Patton
21
Compensation should be…
Secure-Patton
22
Compensation should be…
Incentive- providing-Patton
23
Compensation should be…
Acceptable to the Employee-Patton
24
Non financial rewardsNon financial rewards
Financial rewards Financial rewards Types ofTypes of
CompensationCompensationTypes ofTypes of
CompensationCompensation
Employee Compensation and Benefits
25
Compensation Management - Types
– Financial• Direct (Wages, salaries, bonuses, commissions)• Indirect ( Vacation, insurance, childcare
services)
-Stephen P. Robbins
26
Non Financial
Enhance dignity & satisfaction from work
Compensation Management - Types
-Stephen P. Robbins
27
Non Financial
Constructive social relationships
Compensation Management - Types
-Stephen P. Robbins
28
Non Financial
Allocation of sufficient resources
Compensation Management - Types
-Stephen P. Robbins
29
Non Financial
Offer supportive leadership
Compensation Management - Types
-Stephen P. Robbins
30
Non Financial
Enhance physiological health, intellectual growth
Compensation Management - Types
-Stephen P. Robbins
31
Purposes of Compensation
Motivate &
Retain Staff
Attract Talent
Contribution based Remuneration
Administratively Efficient
Reward Valued Behavior
Effective Compensation
Ensure Equity
-Stephen P. Robbins32
Relationship Between Pay, Equity & Motivation
INEQUITY(feelings of being Underpaid)
EQUITY(Feeling of being paid fairly
INEQUITY(Feelings of being Overpaid)
My Input/Output Ratio
My Input/Output Ratio
ComparisonPerson’s
Input/outputratio
My Input/Output Ratio
ComparisonPerson’s
Input/outputratio
ComparisonPerson’sInput/outputratio
-Harold Koontz33
Aspects of Compensation Planning
Linking Compensation to Organizational Objectives
-Harold Koontz
34
Aspects of Compensation Planning
Pay-for- Performance Standard
-Harold Koontz
35
Aspects of Compensation Planning
Motivating Employees through Compensation
-Harold Koontz
36
Components of Compensation
Wages – wages is the remuneration given periodically for the services of labor in the process of production
37
Components of Compensation
Salary is the remuneration paid monthly or yearly basis to the office staff.
38
Components of Compensation
Incentives– Payments by results. Are paid with salary for extra productivity.
39
Components of Compensation
Fringe benefits– extra benefits provided to the employees e.g. medical care, etc
40
Components of Compensation
Perquisites are the indirect benefits generally allowed to executives such as furnished homes, stock options, club membership etc
41
INTERNAL FACTORS
Compensation strategy of organization
Worth of job
Employee’s relative worth
Employer’s ability to pay
EXTERNAL FACTORS
Conditions of the labor market
Area wage rates
Cost of living
Collective bargaining
Legal requirements
WAGEMIX
Factors Effecting Compensation Policy
-Patton42
Conclusion
43
FACILITATOR
Prof. Dr. Mohammad Majid Mahmood 44