Human Resource Management - Coursework Example

In this method the employers base the wage rate on the job irrespective of the person who is doing it. The HR professionals and employers are now moving towards Competency based pay. According to this approach the employers determine the pay scale or salary range of the employee depending on his depth, types of skills and knowledge. An employee may receive a higher salary than his range if his competency level is equitable for a higher level job. Competency is the demonstrated skill, knowledge and behavior of a person that ensures and enables desired performance.

There are three basic differences between the two approaches of pay scale. In the competency based approach the salary is more person oriented. The salary is based on the skills, knowledge and depth of the employee. Here a person gets paid for the knowledge and skills of the things he has the potential to do even if he is not doing it right now. Whereas in traditional method pay is job oriented irrespective of the skills and abilities of the person who is doing it. It ties the pay scale with the worth of the job.

In competency based approach an employee builds competency through experience on the same or similar jobs. Whereas in job based pay the aim of the employee is not build competency (knowledge and skills) but the determinants are experience and tenure. . sler et al, 2009) Reduction of Unsafe Acts through Selection, Placement and Employee Participation It has been a well accepted fact that some employees are more prone to accidents than others. Reasons for such irresponsible behavior are not easy to find and hence organizations concentrate on reducing these incidents as much as possible through a variety of strategies.

These strategies for minimizing accidents and unsafe behavior can be divided into four categories namely personnel selection, employee training and participation, incentive programs and safety rules and regulations. Many environmental factors also play an important role in scientific strategy of reducing accidents, such as overcrowded workplaces, faulty or wrong arrangement of the material to be used in industrial process and many other placements. With the help of work and safety engineers these problems of placements can be resolved.

These engineers not only take care of placement issues but also of any potential situation in the environment that can cause distress and discomfort among employees. They help in providing congenial, safe and stress free working condition conditions. Personal factors also play an important role. Some employees are more prone to accidents than others. These personal factors can be detected or identified through an appropriate and well designed selection process. Through a variety of psychological test an applicant’s motor and sensory abilities can be judged along with the muscular speed and perceptual style.

It will help finding the right match of these qualities required for the job in the person. During the selection process an insight about a potential employee’s work habits, any organic diseases, fatigue level, drug addiction, age and experience, can be gained to