Wages In Human Resources - A study by Artur Victoria

Economists usually sneer at attempts to tie appropriate wages to positions based on an artificial scale of value. Wages, according to economics, should reflect conditions of demand and supply. The sort of scale constructed in schemes such as: 1) Might capture something of what is important in the demand for labor services, but it misses the supply side. 2) Potentially come closer to impounding both demand and supply factors, but they still miss the impact of factors omitted from the job analyses. leia todo o artigo

Effective Human Resource Management - A study by Artur Victoria

A number of prominent theories in economics and psychology imply that it is invaluable (even essential) to differentiate rewards based on effort and performance, and that informing employees about those reward differences is a prerequisite for an organization to have an effective motivational system. Yet when we look at the data, we often see both substantial pay compression and strenuous attempts by firms to conceal whatever differentiation exists in compensation levels. Why? The answer lies in the ways in which people perceive their situation, how they evaluate specific types of treatment and rewards, and what arrangements they view as legitimate.

Relevant concepts from cognitive psychology, social psychology, and sociology are not intended to be anything like comprehensive or exhaustive. Rather, we focus selectively on a few key cognitive and social-psychological processes and benchmarks that influence how people form expectations and make evaluations, which must be understood to craft effective human resources policies.

Cognitive psychologists have demonstrated that individuals attend to many cues and sources of information in forming judgments and making sense of social life (including the employment relationship). Recognizing the benchmarks that employees use in making assessments and forming work-related attitudes is critical to understanding employee satisfaction. leia todo o artigo

An Employee's Role in an Organization - A study by Artur Victoria

There is little argument that the selection of competent people is vital to the success of an organization. The argument comes when two or more people attempt to define the term competent. From the organization planner's (that is, the concerned manager) point of view, the answer to the question of what constitutes competence may be found in the job definition itself. Positions should be staffed with people who can and will do the job. Jobs should not be designed to fit the qualifications of a particular person. This view may cause no problems for the manager who is staffing an entirely new organization, but for the manager upgrading an existing organization it means trouble. Consideration of the potential incumbent in the design of the job may contaminate many of the decisions that relate to job definition.

Staffing can be approached as a process. It involves analyzing job definitions to determine specifications against which potential job holders may be evaluated. This process can, and we think should, be used when analyzing the competence of an incumbent in any position. A compilation of the skills, knowledge, experience, and traits that are required for a job can be summarized to form the specification against which candidates can be evaluated.leia todo o artigo