Gender Bias in International Business

The gender bias toward women managers that exists in many countries creates hesitancy among U.S. multinational companies to offer women international assignments. Questions such as, Are there opportunities for women in international business? And should women represent U.S. firms abroad? Frequently arise as U.S. companies become more international. As women move up in domestic management ranks and seek career related international assignments, companies need to examine their positions on women managers in international business.

In many cultures-Asian, Arab, Latin American, and even some European women are not typically found in upper levels of management. Traditional roles in male-dominated societies often are translated into minimal business opportunities for women.… Read the rest

Personnel Action Systems (PAS)

As the name itself specifies,  Personnel Action Systems (PAS) supports the activity of the personnel department in taking actions on the following:

  1. Filling job openings and
  2. Recording and reporting promotions, transfers, terminations and other employee status changes.

Two systems involved in  Personnel Action Systems (PAS) are:

  1. Placement data system and
  2. Personnel activity reporting system.

The details vary from organization to organization. Equal employment opportunity and affirmative action concerns in USA are making more extensive data systems necessary with respect to both the above systems.

There is a growing need to document the search procedure employed to job applicants and the decision procedure by which the new applicant is selected.… Read the rest

Personnel Administration Data Systems (PADS)

Personnel Administration Data Systems (PADS)  provide data needed to carry out the personnel administration responsibilities of an employer. As the government legislates additional protections and social programs, these responsibilities have increased and are growing. Affirmative action requirements in USA, health and safety regulations and pension plans regulation are many new sources of the employer’s responsibilities.

Payroll and personnel planning data system (PPDS) are closely related to PADS, all using the employee master file. Not only accessing the file, but updating of file is often organized on a coordinated basis. Data items in the employee file are updated by the payroll system not for self but also for PADS and PPDS.… Read the rest

Job Evaluation – Meaning, Definition, Objectives and Process

For fixing compensation to different jobs, it is essential that there is internal equity and consistency among different job holders. Job evaluation aims to provide this equity and consistency by defining the relative worth of different jobs in an organization. Job evaluation is the process of determining the relative worth of different categories of jobs by analyzing their responsibilities and consequently, fixation of their remuneration.

So, Job evaluation is the process of determining and quantifying the value of jobs. It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job.… Read the rest

Concepts of Job Description and Job Specification

Job Analysis is the systematic process of collecting and making judgments about all the important information related to a job. Job Analysis is the procedure through which one determines the duties and nature of the jobs. It also determines the kinds of people who should be hired for those jobs. General purpose of job Analysis is to document the requirements of a job and the work performed. Moreover job Analysis is fundamental to the preparation of job specification and description.

Job Description

Job description is a broad statement of the purpose, duties and responsibilities of a job or position. A job description is based on a detailed job analysis and usually summarizes the essential information gathered through job analysis.… Read the rest

Compensation Concept in HRM

The literal meaning of compensation is to counter—balance. In the case of human resource management, compensation is referred to as money and other benefits received by an employee for providing services to his employer. Money and benefits received may be in different forms — base compensation in money form and various benefits, which may be associated with employees services to the to the employer like provident fund, gratuity insurance scheme and any other payment which the employee receives or benefits he enjoys in lieu of such payment. Cascio has defined compensation as follows; “compensation includes direct cash payments, indirect payments in the form of employees to strive for higher levels of productivity.”… Read the rest