Managing People and Organizations Assignment Example | Topics and Well Written Essays - 250 words

Managing People and Organizations - Assignment Example

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The paper "Managing People and Organizations" tells that failure by a wan employee to answer in the affirmative n questions regarding notification, reasonable rule, investigation before discipline, reasonable penalty, and fair investigation implies that an employee may have been wrongly terminated…

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Extract of sample "Managing People and Organizations"

The Fair Labor Standard Act describes two categories of employees; exempt and non-exempt. According to the legislation, exempt employees are not governed by this act and must be paid a fixed salary and meet certain criteria about the job content. Non-exempt employees are covered by the act and are entitled to overtime pay.
Job evaluation refers to the process of determining the relative worth of one job to another. Performance evaluation refers to a process of determining, documenting, and evaluating an employee’s job performance.
The Lead policy ascribes to an organization’s pay structure that is set to remain ahead of the market for an annum. The matching policy sets an organization's compensation structure to bear similarity to that of the market. The lag policy sets the pay structure of an organization behind that of its market competitors.
TIPS stands for Threaten, Interrogate, make Promises, or Spy on Employees. The acronym prohibits managers from carrying out those actions about their employees’ union activities.
FORE refers to the actions management can undertake in giving employees Facts, their Opinions, correct Rules, and sharing their Experienceexperiencesons.
Training and development programs can be assessed by observing the reaction to training, learning, behavior, or performance change, and they produce results to determine if they were effective.
Training focuses on the current job while development focuses on current and future jobs at the organization. Training has a shorter time frame compared to development in that it is immediate while development takes on a long-term time frame. The scope of training aims at individual employees while development targets the group organization. The goal of training is at fixing a current skill deficit among employees while development prepares employees for future work demands. An example of training is onboarding where freshly hired management-level employees are imparted with skills to perform the immediate tasks placed on them. An example of a development program for employees is off-site training where employees get to attend seminars and courses offered outside the organization, which can assist them to come up with creative solutions for ongoing issues.