Advantages of Using Charts and Manuals in The Management of the Organization - A study by Artur Victoria

The management of the individual concern should decide why it wants to chart and write the organization and by whom the work should be done. If it wants the work done merely to have records for history, any capable person with sufficient time at his disposal can be selected. If, however, the management wishes to get all the possible advantages to be derived from charts and write it should enlist the cooperation of the various members of the organization and have them work in close collaboration with the person or staff agency in charge of the project. The person in charge should be someone who is thoroughly cooperative and competent, who is familiar with the organization structure, and who knows the projected plan and its aims. Each department head should be asked to prepare a chart of his department and to write a description of the work covered. In turn he should ask the same of each of his division heads. These descriptions will show the work of the company as it actually is. Such facts are a sound basis for further study and improvement. leia todo o artigo

Accent on Value Rule - A study by Artur Victoria

One of the human resources executive most effective tools for cementing line and staff efforts into a coordinated, cooperative undertaking is the business effectiveness task force.

Often, in the course of time, a business is in need of renewal. People and processes get sluggish; the old zip is replaced by complacency; it becomes more difficult to make a fair profit because of rising costs, poor quality, low productivity, and a general lack of concern. To provide the needed renewal in such a situation the human resources executive can work with top management to spearhead a competition designed to get as many employees as possible-line and staff, salaried and hour-paid personally involved at all levels. People want to help and will respond if the venture has appeal and personal reward and if it is well executed. leia todo o artigo

Expected Profit In Human Resources - A study by Artur Victoria

An optimal scheme is one that gives the employer the highest expected profit net of compensation paid, subject to the constraint that the employee must be given compensation package attractive enough to get him to accept the job. 1 - The optimal compensation scheme for the employee will typically involve him getting more compensation the greater is x. But, at the same time, he will not bear entirely the risk of the venture: He will be guaranteed a base wage, even if x = O.

2 - In general, the completely optimal compensation scheme is a complicated function of x. But if we restrict attention to more realistic and simpler compensation schemes where the employee is paid a base wage of B and a bonus of b per unit of x produced, we typically find that B is greater than zero and b is smaller than the "full" value of a unit of output to the employer.

3 - In some instances, the value of the services provided to the employer may not be known when it comes time to pay off the employee. For example, the branch manager of a bank may decide on loans to make, and it will take years to discover whether those loans perform well or not. In such cases, incentive payments can and should be made on the basis of any observable variable that is statistically related to the value of the services provided. For example, a branch manager might have her compensation based on the quality of a randomly selected sample of loans that she makes, where the quality of one of those loans is determined by independent examiners. 4 - Other things held equal, incentive compensation works better the better (less noisy) the compensation-linked variable is as a signal about the employee's level of effort. leia todo o artigo