The policy should also cover the development of mutual; trust and cooperation prevention of problems and disputes
through agreed dispute
handling procedure, reduction of labour costs; strengthening of managerial control; development of human resources skills and management of productivity. The policy statement should be universally acceptable to all departments and should be in broad terms and in clear languages. The policy should be approved be approved and authorized by the highest authority so that the policy carries eth weight of a directive and the terms must be inviolate. A distinction must be drawn between policies equal pay for equal work and procedures such as grievances procedure. Organizations should be extremely careful when drafting the recruitment policy to prevent unfair discriminatory practices being entered into as it would transgress the Employment Equity Act and also lead to a employees in terms of the Labour Relations Act. The following should eb the guidelines for policy. All jobs should be open to all applicants irrespective of race, sex or other grounds of discrimination prohibited by law. Recruitment of candidate for affirmative action positions should be done according to the provisions of the interim constitution and relevant labour legislation. In the case of closed shop agreement a representative trade union is to be informed timeously of al vacancies Internal recruitment should take precedence over external recruitment. Information regarding vacancies must be clearly stated to relevant selection criteria to be applied. Interpersonal relationship with colleagues of supervisors / subordinates. Interpersonal relations an be defined as the whole range of human conduct between individuals who interact, as they are involved in relationships of community co-operating , changing , problem solving and motivation in these relationships, each employee tries to influence and adpt the behavior of the other employees in order to satisfy his or her own needs. An organization depends on groups for the achievement of its goals, therefore it is organized accordingly. Contributions interactions is a characteristic of group within the organization . The ideal state of each group is of harmonious co-operation in order to achieve the goals of the organizations. In practice, however, groups are continuously in a state of conflict, mainly because they are often competing with one another. If this competition does not conceded with, or follow the direction of goals of the orgnisation, it will adversely affect the organization. Competition should be in line with the goals of the organization, and this means that group objectives need to be associated with these goals , bearing in mind those groups , as
subsystems of the organization and have the organization and have
their own goals. Informal group formation determines group functions, and sets informal group goals that may either help or hinder their achievement of the goals of the organization. Interpersonal and goals relations presents a great challenge for them because of their effect on the functioning of an organization. The employees immediate superior. This person , although he or she is not expected to be a professional counselor, can and should take part in facilitating his or her immediate subordinates career planning . The superior should act as communicator , counselor, appraiser, coach and mentor, ensuring that the subordinates employer gets the information necessary for furthering his or her career . It is unfortunate that many superiors do not see it as part of their duties assist in the career development of their subordinates either they do not know how to go about it or they see every subordinate as a potential threat to their own position and so they give no assistance and may even exert a negative influence. Superiors control the activities of lower level employees and in the charge they are responsible for carrying out the policy and achieving the objectives of management . Superiors not only act as a model and example to subordinates but also form the link between higher- level management and lower level employees. For this reason it is essential that supervisors fulfill their role effectively. Communication, the only way through which we can be established and maintain relationships with other people , is through communication. The more easily people in group the more cohesiveness refers to the extent to which group members are attracted to each other and vote to stay in the group . communication is clearly a social process. A variety of social influences effect the accuracy with which we perceive information. These include differences in status, languages, frame or reference, and expectations as well as selective listening, premature judgments, and source ( reliability) . Most people assume that they are good communicators. Yet, most interpersonal problems stem from misunderstanding. People do not formulate their messages accurately. People do not listen attentively to what others say. Should it become evident that communication is a problem in a group, it should not be ignored but address through training. Leadership , the success of out standing organization is almost always associated with the efforts of one or more unique individuals who are identified as leaders. These leaders did not achieve fame through their own efforts, but through their ability to inspire others to work towards the attainment of organizational goals. Leaders have a tremendous
influence on the behavior and attitudes of others. Leaders articulate the
vision of the organization and inspire other to their efforts and skills at realizing eth vision. Since leaders influence their followers attitudes , beliefs and values , is imperative that they act ethically. Without quality leadership, an organization can not become a significant role player in the economy or in society. Leadership is not restricted to specific positions or roles in the organization, and different people serve as leaders in different situations. Quality in leadership is achieved only if potential leaders on all organizational level are identified, developed and provided with opportunities to exercise their skills. The HR manager has a vital role to play in development of organization leaders . Status, referes to relative social position a person has in comparison to others in the group status is important bedcuase it is a motivational factor and also influence the behaviou of those who experience disparity between what they believe their status is and what they believe other perceive their status to be status can be formal or informal and is awarded as follows: Scalar status refers to status obtained through an individuals formal position in a group. A supervisor has status owing to the authority associated with her or his position . Functional status is earned trough the task a person has to fulfill in the group. A coputer technician , who is on a lowet level in the organization heirachy, might have more status than the manager owing to his or her ability to solve evryones computer problems. Achieved status is earned through hard work and effort, and based on the individuals qualification and achievements. We are all impressed when there is a professor in our midst. A scribed status refers to innorn characteristic over which we have limited or no control, such as attractiveness, gender, build and age, . Status differences can either facilitate or hinder group interaction. They facilitate interaction when members perceive status differences as equitable , that is they believe those with higher status rightfully deserve more status . Lower status members in this case are more willing to follow the derectives of high status members- consider the training of departments as a ( command) group , where the training manager has more status owing to his or her authority , exerptise , and still. Om the other hand, status deifferences might be in appropriately supposed to work as equals. It happens for too often that whne a group meets to brainstorm ideas, those with lowers status hesitate to share ideas , and ultimately, critise the ideqs of others. Work security
Life insuarance in south Africa this benefit is generally offered in form of
group insuarane with a life insuarance company, for all employees of the organization in such a case to distinction is made on the basis of individual employees physical conditions. The benefit payable upon the death pf an employee while he is in the organizations employ is usually based on his annual salary upon death . This may vary from twice his annual salary to as much as five times his annual salary. In most cases the employer pays the premium or a large part of it. Although the so-called blue-collar worker has traditionally received a standard amount for life insuarance as a frindge, benefit there is a tendency to bring this benefits more line with that of the so called white-collar employees. Finally it must be pointed out that in additional to take above mentioned benefit, there is a tendency to offer employees life cover even after they have reached retirement age . In such a case the amount for life cover will eb only a thid of or at most half eth insures amount before retirement. Medical aid schemes. Sloane ( 1983:322) state that the providing some kind of health services insuarance, with an estimated 94 percent of least larger organsaisations now offering both generally two types of medical aid schemes are offered. The basic plan usually makesw provision for a restricted number of hospital, surgical and medical services, while the general plan provides for the cost of prolonged treatment for more seniors conditions. In practice an organization will have its employees contribution. These contribution are adjusted from time to time to keep pace with increasing medical cost Pensions, there are two basic pension plans which an employer may ofer his employes under tha first plan the employees retirement benefit is deriectly linked to his number of years of service and his income. Such a formula may specify that the employee shold multiply his number of years service by 1.5 percent multipled by his average salary of r the last five years of service before retirement. Whereas white collar employees pensions is predominately linked to their incomes, a pension of a fiexd amount per year of service is still paid in the case of employees who receive hourly wages. The second basic pension is a contribution plan. This entails a group annuity plan whereby the employer, and in most cases the employee as well pays a fixed percentage of the employees income into retirement fund when the employee retires, the capital sum plus accumulated interest is used to pay him monthly pension. The normal retirement age at most organizations, as well as in the public sector, is 65 years. Recently there has been a tendency towards earlier retirement programmes to prepare employees for retirement programmes to prepare employees for retirement are becoming important.
Money and wages ( compensation)
An organization is formed in order to fulfill a specific mission or purpose without hiring persons who have the skills, knowledge, aptitudes and interest to help the organization would thus design and implement a reward system to attract workers with the requisite skills, knowledge, and abilities that are considered necessary by the organization to achieve its desired goals and objectives. But designing and managing a reward system so that it benefits the organization is rather a complex task such a reward system is rather includes anything that an employee may value and desire and that the employer is able and willing to offer in exchamnge for employee contributions. The reward system is composed of two components . The compensation component and the non compensation component that is reward system is classified t (i) monetary payment and 9II) in kind payment. Organiastiona all hace different renumeration policies which is what the organization or companies their competitive advantage. The compensation system is a reward mechanisam that eminates from the allocation, conversion and transfer for a portion of the revenue of an organization to its workers an d staff for their monetary and in-kind claims on goals and sevices. Monetary claims on goods and services are wages or salries paid to an employee in the form of monetary or a form that is quickly and easily transferrable to money at eth discretion of the employee Compensation programmes must be internally equitable that is they must pay persons in proportion to the market value of their job . They must be proportionally motivating to employees. Organizations spend a very large proportion of their gross income on paying the people who work for them, and a large amount of this goes to the senior people who direct the business. It is a accepted fact that people must be rewarded for the services they provide for the majority of these rewards are monetary. Employee pay satisfaction can be grouped into four categories. External equity, which is how to pay relates to their companies in the industry. Internal equity which is how fair the pay is compared to the size and profitability of the organization Individual equity which measures the fairness of the pay based on the performance of individuals working the same job.
Procedural equity, which measures the fairness of the decision making
process of pay distribution pay system should attract good employees by structuring salary packages that tempt people to apply for the job in the first place. The system should be able to retain good workers, because if the system is good , many other employers in the market place will be seeking the9r services as well. Once in the job the compensation system must provide all the support needed to keep the employee motivated to perform at his or her best level . The basic objective of salary and wage administration is to provide and maintain a fait and reasonable salary and wage structure. During this process conflict may arise regarding the price linked to each task or job. Suh conflict may arise between employers, shareholders, consumers and other groups. A successful wage and salary programme is one which succeds in balancing these conflict and intrest , so that the satisfaction of each person involved is assured and sastifaction kept to a minimum