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Human Resource Management of Alliant Energy

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Netra Shetty
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Human Resource Management of Alliant Energy - January 22nd, 2011

Alliant Energy Corporation (NYSE: LNT) is a public utility holding company that incorporated in Madison, Wisconsin in 1981. It consists of two subsidiaries:[3]

* Interstate Power and Light Company (IPL) is a public utility that generates and distributes electricity, and purchases and distributes natural gas in Iowa and Minnesota.

* Wisconsin Power and Light Company (WPL) provides similar services as IPL in Wisconsin.

* Profit
* Revenues
* Accounting measures - Return on Capital Employed (ROCE), profit margin
* Shareholder value - the share price x the number of shares issued - also known as the company value or market capitalisation
* Growth - in sales, size, etc.
* Market share
* Share price

One of the difficulties may be in pinpointing just what contribution the human resources in a business makes to any of the above measures, but there is no doubt that a business that does not involve management of human resources correct will experience a number of problems. Poor motivation leads to poor performance. This may manifest itself in:
Workers on a building site

Image: The success of a business rests to a large degree on the quality of the workforce - successful management of this crucial resource is critical. Copyright: Twix twister

* Lower productivity levels
* Poor quality products and services
* High levels of complaints from customers
* Loss of customers with subsequently lower revenues
* Higher costs
* Higher staff turnover
* Poor industrial relations

In addition, if human resources are managed ineffectively, then:

* Teams may not function appropriately
* Individuals may be placed in positions that do not maximise or utilise their skills
* The culture of the business is not shared
* Communication and decision making can be affected and mistakes occur

All of these affect the relationship between the business and its customers.

Having got some background information, let's do some research on the key points raised above.
Recruitment and Retention
Task 1

1. Identify two businesses with which you are familiar and outline the methods the businesses might use to recruit new staff. Think about the different methods that might be used in recruiting different types of staff.
2. Go to the Business Profiles section(http://www.bized.co.uk/compfact/business_profiles.htm) and select four different business profiles. Look at the section headed 'What sort of people work for the firm?' and identify what type and range of qualifications such firms would be looking for in recruiting staff to those organisations.
3. Outline the difference between a 'job description' and a 'person specification'.

When candidates apply for a job, a business will have to make a shortlist and then draw up plans for the interview process.


Flexi-time - Flextime (flexi-time) is a scheduling option that allows workers to select their starting and quitting times within limits established by management. There are generally core hours when all employees must be present. Although starting and quitting times vary, employee are required to work a standard number of hours within a given time period (Avery and Zabel 2001). There are different forms of flexible working that High Air can offer the employees:

* Formal Flextime – Formal flextime programs allow workers to vary their starting and ending times, and in some cases, even the number of hours that they work in particular weeks (Messenger 2004).
* Time Banking – Time banking or working times accounts involve keeping track of hours worked in ‘accounts’ for individual workers. Like some flextime programs, time banking permits workers to build up ‘credits’ or accumulate ‘deficits’ in hours worked, up to a maximum amount; however, the periods involved are much longer, ranging from several months to a year or more (Messenger 2004).
* Annualized Hours –This approach allows firms to increase hours of work during periods with a high volume of work, which can then be offset by shorter hours of work at other times when the company’s workload is less. The number of hours to be worked in any given week is determined by employers based on the needs of the enterprise, typically within a certain band of maximum and minimum weekly hours, subject to any additional conditions that may exist in collective agreements such as minimum notice periods (Messenger 2004).



Employee Motivation and Retention

In an environment where employees are highly mobile, meaning they can transfer from one job to another, the company needs to come up with strategies to keep their valuable employees and at the same time attract talented and qualified individuals. The management must focus on employee retention strategies particularly those that coincide with motivation. Motivation is an important factor is it affects performance and the desire of the employees to stay or leave the company.

According to Sims (2002), motivation is the process of satisfying internal needs through actions and behaviors. It is concerned with a composite of mental and physical drives, combined with the environment that makes people behave the way they do (p.55). According to Adair (2004), motivation is about something within you impelling you to move forwards, to achieve a goal, to make progress in a task. The ‘something’ is the driving force may be a need, or desire, or an emotion but it leads you to act in a certain way. Signs of motivation in a person are an energy and determination to achieve

A human resource coordinator is an executive responsible for carrying out several tasks in the HR department. He is a coordinator for all important functions such as hiring and recruiting, corporate training and development, maintaining employee records, etc. Generally, he works under the superintendence of the human resources director. He has to possess a wide range of skills and carry out his work in a professional manner. In some situations, he even supervises and renders guidance to the clerical staff, student trainees, and volunteers. HR coordination is certainly one of the most important careers in human resources.

Responsibilities and Duties of a Human Resources Coordinator

Human resources coordinator job description primarily includes coordinating work inside the human resources department. He maintains a detailed record of the turnover, and researches and formulates strategies which effectively aid in employee retention. He is also responsible for consulting with and helping practice managers and supervisors on company policies and procedures. He plays a very important role in providing an appropriate solution to employee problems. A human resource coordinator helps employees and their managers in performance and disciplinary matters. He may even propose and develop a set of rules that would monitor the discipline and work of workers.

His job description also includes consulting with practice managers regarding employee turnover, absenteeism, changes in work settings, employee motivation and recognition, and other employee-related aspects. He has to be in regular touch with project managers for any requirements in projects, and prepare periodical announcements of the required positions. He also takes the responsibility of assessing, sieving, and interviewing candidates for available positions; and makes referral of well-qualified and skillful applicants to the respective department managers. Other tasks assigned to him include carrying out field interview campaigns and advertising, arranging for all essentials needed for the recruitment drive, coordinating work with other staff members, determining employee performance appraisals and developing plans and strategies for recruitment.

A human resources coordinator carries out the duty of conducting employee recognition activities like service honors and 'employee of the year' awards. He also takes care of the budget needs for the efficient functioning of the practices. In case of the HR managers or the HR directors absence, he may interview candidates for the post of a recruiter or an HR executive. Assessing employee performances and issuing disciplinary notices are some more important functions that are assigned to him. He may even act as an HR representative in several business conferences. He works with the top management executives in developing new programs and services related to employee management.

If he has a wide expertise in the human resources field, he reviews employment procedures and recommends revisions to heighten the efficiency of the operations in a particular practice. There are also some administrative duties which may be assigned to him, like maintaining the department's office area in a well-coordinated and professional manner. He also conducts employee training and development programs, and other general activities. For carrying out most of his responsibilities, he needs to maintain a database where he can store information about the policies and processes, employees, program schedules, and confidential company data.

RECRUITMENT AND SELECTION


 Skilled
 Unskilled
Skilled:
Normally skilled labors are difficult to find, they focused on the environment and future perspective of the company
We get them through different ways
Like:
- Advertisement in company bus through people attract when they see the ad to require a person with so and so qualification.
- We also show in TV ads that Maxco giving additional bonus to their employee, which they actually not giving to them.
Unskilled:
Unskilled are easy to hire through employee referral, personal contacts, Ads in the movie channel (Bottom Slides).Majority give the feedback that they watch the TV slides in Movie channels.


 Eyes sight
 Criminal Record
 Past Performances


Skilled: For supervisors we see how much he/she knows about the line method, discipline, Knowledge, past performances

Unskilled: If the person hired to operating the machines then at least he/she know the basic rule like how to control the machine and safe themselves.


It’s according to the need or requirement of the job. We can sometimes hire on a daily or weekly basis. Normally we recruit when the current employee left or fired from the organization.


For women & minorities we have the same recruitment and selection procedure for skilled and unskilled women or minorities
35% = Women & minorities
65% = Male




TRAINING & DEVELOPMENT

We opened a training school to trained them with the new technology as well as with different researches

Training School
There is not such any immediate change in the technology through that the employee will get confused or need any immediate training, basically the changes comes in the design of the cloth or fabric, which we gradually trained them in training school.


We take a paper test in which there are level of difficulties, Starting with the basic card stitching and then gradually move to the cloths stitching, as the trainer gradually comes in the perfectionism stitching then we move them to the production house there they take 2 months for training with the senior workers.


Unskilled:
We take some initial test when recruiting and selecting employee those are:
o Visual Accuracy
o Finger & hand tester
o Needle Board

Skilled:
Normally skilled employee doesn’t required training but if he/she comes for any specialized training then we trained them according to their need. Like how to control machine`s speed and controlling power, Safety precautions; save themselves as well as the machine.

For new employee we take them to the training school for 1month and then move to the production house for formal training with senior workers for 2 months.


We have same criteria for women and minorities. We similarly trained them and combined sessions of training, No biasness neither any discrimination.


COMPENSATION / SALARY

Based on worker skills, different salary packages to every employee
Standard Salaries
Unskilled : Rs.6000
Skilled : Rs.7000 – 10000


 Attendance Bonus
 Target Achievement
 Performance Base Agreement
 Promotions
 Annual increment

Companies who hired and fired employee faster will difficult to grow. We provide a different compensation plans to the employee like if an employee wants a loan for the marriage or operation. Then company helps them so that the employee will bound for the company.

 Monthly basis
 Bonus
 Rewards

We give monthly salaries to the employees, normally 15th of the month as we following our international rules


SAFETY

Unskilled: Providing some safety tools:
 Helmet
 Gloves
 Safety shoes
Skilled: Job security until and unless he quit or any other problem


Unskilled: Yes! They received a good and friendly environment from the org. It’s important for the labor that he`ll get a good factory environment and motivational atmosphere.
Skilled: We focused on them that the employee will not involve in these issues:
 Abuses to the lower labor
 Sexual Harassment
 Misbehavior with others


We providing an equal rights and opportunities for females and minorities
If an organization hired 1 woman and 10 men ---- Women feel insecure or don’t want to work there (Riskier for women)
But if the organization hired males & females equally --- No Harassment, feel safe & secured with other female colleagues


Yes! They fully satisfied because we have a special security and safety for them. They secured in the organization if the law & order or political instability then we protect them in the organization.


HR POLICIES

HR policies are necessary for any organization. HR handle the law and suit cases on company`s behalf, Govt. rules, stability, salary and performance increment with other organizations


Lower level employee mainly considering with the salary packages, if he`ll get it better from somewhere else, he quickly resigned and joined the other company. Comparatively with other companies, we don’t provide many facilities to the employee but we give them in shape of cash (liquid) on a monthly basis. Like we give them Rs.1000 for Attendance bonus every month or rewards.


HR policies are strong implemented on the workers; employee accepted all the policies like safety and other precautions because they know they’ll get the return or benefit for that. As we discussed earlier, that employee focused on salaries for that we survey and comparing the salaries with competitors. Example: Suppose if competitor gives Rs.6000 then we offering them 6100 or vice versa. Recently our salaries go down so employee quickly resigned the company

Employees have 100% trusts in HR policies whether it’s a salary package, monthly cash bonus or rewards, safety precautions, etc.

 Same policies for women & minorities
 Equally treated them

Increasing Motivation and Retaining Employees

1. Pay for Performance – Pay for performance refers to any compensation method that ties pay to the quantity or quality of work the person produces. For a Pay for Performance plan to be successful, according to Sims (2002), the manager must:

* Ensure that effort and rewards are directly related.
* Make the plan understandable and easily calculable by the employees.
* Set effective standards that will benefit the organization.
* Guarantee the program.
* Guarantee a base rate.



2. Spot Awards - A spot award is a financial award given to an employee literally on the spot as soon as the laudable performance is observed. Spot awards have a sound basis in motivation. For example, to the extent that the rewards are both contingent on good performance and awarded immediately, they are certainly consistent with the expectancy approach, and provide the recognition most people desire (Sims 2002).

3. Job Redesign – Job design refers to the number and nature of activities in a job; the basic issue in job design is whether jobs should be more specialized or, at the other extreme, more “enriched” and no routine. Job enrichment means building motivators like opportunities for achievement into the job by making it more interesting and challenging. This is often accomplished by giving employees more autonomy and allowing them to do much of the planning and inspection normally done by their managers (Sims 2002).

4. Employee Empowerment - Empowering employees is a popular approach to work organizations. It means giving employees the authority, tools, and information they need to do their jobs with greater autonomy, as well as the self-confidence required to perform the new jobs effectively. Empowering is inherently a motivational approach. It boosts employees’ feeling of self-efficacy and enables them to more fully their potential, satisfying high-level needs for achievement, recognition, and self-actualization. Empowerment results in changes in employees’ effectiveness. The result is that people take more initiative and persevere in achieving their goals and their leader’s vision even in the face of obstacles. In order to effectively empower the employees, the manager must:

* Make sure people understand their responsibilities
* Give them authority equal to the responsibilities assigned to them
* Set standards of excellence that will require employees to strive to do all work “right the first time”
* Provide them with training that will enable them to meet the standards
* Give them information that they need to do their jobs well
* Trust them
* Give them permission to fail
* Treat them with dignity and respect
* Provide them with feedback on their performance
* Recognize them for their achievements (Sims 2002)
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Last edited by netrashetty; January 22nd, 2011 at 11:23 AM..
   
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Re: Human Resource Management of Alliant Energy
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James Cord
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Re: Human Resource Management of Alliant Energy - March 22nd, 2016

Quote:
Originally Posted by netrashetty View Post
Alliant Energy Corporation (NYSE: LNT) is a public utility holding company that incorporated in Madison, Wisconsin in 1981. It consists of two subsidiaries:[3]

* Interstate Power and Light Company (IPL) is a public utility that generates and distributes electricity, and purchases and distributes natural gas in Iowa and Minnesota.

* Wisconsin Power and Light Company (WPL) provides similar services as IPL in Wisconsin.

* Profit
* Revenues
* Accounting measures - Return on Capital Employed (ROCE), profit margin
* Shareholder value - the share price x the number of shares issued - also known as the company value or market capitalisation
* Growth - in sales, size, etc.
* Market share
* Share price

One of the difficulties may be in pinpointing just what contribution the human resources in a business makes to any of the above measures, but there is no doubt that a business that does not involve management of human resources correct will experience a number of problems. Poor motivation leads to poor performance. This may manifest itself in:
Workers on a building site

Image: The success of a business rests to a large degree on the quality of the workforce - successful management of this crucial resource is critical. Copyright: Twix twister

* Lower productivity levels
* Poor quality products and services
* High levels of complaints from customers
* Loss of customers with subsequently lower revenues
* Higher costs
* Higher staff turnover
* Poor industrial relations

In addition, if human resources are managed ineffectively, then:

* Teams may not function appropriately
* Individuals may be placed in positions that do not maximise or utilise their skills
* The culture of the business is not shared
* Communication and decision making can be affected and mistakes occur

All of these affect the relationship between the business and its customers.

Having got some background information, let's do some research on the key points raised above.
Recruitment and Retention
Task 1

1. Identify two businesses with which you are familiar and outline the methods the businesses might use to recruit new staff. Think about the different methods that might be used in recruiting different types of staff.
2. Go to the Business Profiles section(Retired Cengage Application) and select four different business profiles. Look at the section headed 'What sort of people work for the firm?' and identify what type and range of qualifications such firms would be looking for in recruiting staff to those organisations.
3. Outline the difference between a 'job description' and a 'person specification'.

When candidates apply for a job, a business will have to make a shortlist and then draw up plans for the interview process.


Flexi-time - Flextime (flexi-time) is a scheduling option that allows workers to select their starting and quitting times within limits established by management. There are generally core hours when all employees must be present. Although starting and quitting times vary, employee are required to work a standard number of hours within a given time period (Avery and Zabel 2001). There are different forms of flexible working that High Air can offer the employees:

* Formal Flextime – Formal flextime programs allow workers to vary their starting and ending times, and in some cases, even the number of hours that they work in particular weeks (Messenger 2004).
* Time Banking – Time banking or working times accounts involve keeping track of hours worked in ‘accounts’ for individual workers. Like some flextime programs, time banking permits workers to build up ‘credits’ or accumulate ‘deficits’ in hours worked, up to a maximum amount; however, the periods involved are much longer, ranging from several months to a year or more (Messenger 2004).
* Annualized Hours –This approach allows firms to increase hours of work during periods with a high volume of work, which can then be offset by shorter hours of work at other times when the company’s workload is less. The number of hours to be worked in any given week is determined by employers based on the needs of the enterprise, typically within a certain band of maximum and minimum weekly hours, subject to any additional conditions that may exist in collective agreements such as minimum notice periods (Messenger 2004).



Employee Motivation and Retention

In an environment where employees are highly mobile, meaning they can transfer from one job to another, the company needs to come up with strategies to keep their valuable employees and at the same time attract talented and qualified individuals. The management must focus on employee retention strategies particularly those that coincide with motivation. Motivation is an important factor is it affects performance and the desire of the employees to stay or leave the company.

According to Sims (2002), motivation is the process of satisfying internal needs through actions and behaviors. It is concerned with a composite of mental and physical drives, combined with the environment that makes people behave the way they do (p.55). According to Adair (2004), motivation is about something within you impelling you to move forwards, to achieve a goal, to make progress in a task. The ‘something’ is the driving force may be a need, or desire, or an emotion but it leads you to act in a certain way. Signs of motivation in a person are an energy and determination to achieve

A human resource coordinator is an executive responsible for carrying out several tasks in the HR department. He is a coordinator for all important functions such as hiring and recruiting, corporate training and development, maintaining employee records, etc. Generally, he works under the superintendence of the human resources director. He has to possess a wide range of skills and carry out his work in a professional manner. In some situations, he even supervises and renders guidance to the clerical staff, student trainees, and volunteers. HR coordination is certainly one of the most important careers in human resources.

Responsibilities and Duties of a Human Resources Coordinator

Human resources coordinator job description primarily includes coordinating work inside the human resources department. He maintains a detailed record of the turnover, and researches and formulates strategies which effectively aid in employee retention. He is also responsible for consulting with and helping practice managers and supervisors on company policies and procedures. He plays a very important role in providing an appropriate solution to employee problems. A human resource coordinator helps employees and their managers in performance and disciplinary matters. He may even propose and develop a set of rules that would monitor the discipline and work of workers.

His job description also includes consulting with practice managers regarding employee turnover, absenteeism, changes in work settings, employee motivation and recognition, and other employee-related aspects. He has to be in regular touch with project managers for any requirements in projects, and prepare periodical announcements of the required positions. He also takes the responsibility of assessing, sieving, and interviewing candidates for available positions; and makes referral of well-qualified and skillful applicants to the respective department managers. Other tasks assigned to him include carrying out field interview campaigns and advertising, arranging for all essentials needed for the recruitment drive, coordinating work with other staff members, determining employee performance appraisals and developing plans and strategies for recruitment.

A human resources coordinator carries out the duty of conducting employee recognition activities like service honors and 'employee of the year' awards. He also takes care of the budget needs for the efficient functioning of the practices. In case of the HR managers or the HR directors absence, he may interview candidates for the post of a recruiter or an HR executive. Assessing employee performances and issuing disciplinary notices are some more important functions that are assigned to him. He may even act as an HR representative in several business conferences. He works with the top management executives in developing new programs and services related to employee management.

If he has a wide expertise in the human resources field, he reviews employment procedures and recommends revisions to heighten the efficiency of the operations in a particular practice. There are also some administrative duties which may be assigned to him, like maintaining the department's office area in a well-coordinated and professional manner. He also conducts employee training and development programs, and other general activities. For carrying out most of his responsibilities, he needs to maintain a database where he can store information about the policies and processes, employees, program schedules, and confidential company data.

RECRUITMENT AND SELECTION


 Skilled
 Unskilled
Skilled:
Normally skilled labors are difficult to find, they focused on the environment and future perspective of the company
We get them through different ways
Like:
- Advertisement in company bus through people attract when they see the ad to require a person with so and so qualification.
- We also show in TV ads that Maxco giving additional bonus to their employee, which they actually not giving to them.
Unskilled:
Unskilled are easy to hire through employee referral, personal contacts, Ads in the movie channel (Bottom Slides).Majority give the feedback that they watch the TV slides in Movie channels.


 Eyes sight
 Criminal Record
 Past Performances


Skilled: For supervisors we see how much he/she knows about the line method, discipline, Knowledge, past performances

Unskilled: If the person hired to operating the machines then at least he/she know the basic rule like how to control the machine and safe themselves.


It’s according to the need or requirement of the job. We can sometimes hire on a daily or weekly basis. Normally we recruit when the current employee left or fired from the organization.


For women & minorities we have the same recruitment and selection procedure for skilled and unskilled women or minorities
35% = Women & minorities
65% = Male




TRAINING & DEVELOPMENT

We opened a training school to trained them with the new technology as well as with different researches

Training School
There is not such any immediate change in the technology through that the employee will get confused or need any immediate training, basically the changes comes in the design of the cloth or fabric, which we gradually trained them in training school.


We take a paper test in which there are level of difficulties, Starting with the basic card stitching and then gradually move to the cloths stitching, as the trainer gradually comes in the perfectionism stitching then we move them to the production house there they take 2 months for training with the senior workers.


Unskilled:
We take some initial test when recruiting and selecting employee those are:
o Visual Accuracy
o Finger & hand tester
o Needle Board

Skilled:
Normally skilled employee doesn’t required training but if he/she comes for any specialized training then we trained them according to their need. Like how to control machine`s speed and controlling power, Safety precautions; save themselves as well as the machine.

For new employee we take them to the training school for 1month and then move to the production house for formal training with senior workers for 2 months.


We have same criteria for women and minorities. We similarly trained them and combined sessions of training, No biasness neither any discrimination.


COMPENSATION / SALARY

Based on worker skills, different salary packages to every employee
Standard Salaries
Unskilled : Rs.6000
Skilled : Rs.7000 – 10000


 Attendance Bonus
 Target Achievement
 Performance Base Agreement
 Promotions
 Annual increment

Companies who hired and fired employee faster will difficult to grow. We provide a different compensation plans to the employee like if an employee wants a loan for the marriage or operation. Then company helps them so that the employee will bound for the company.

 Monthly basis
 Bonus
 Rewards

We give monthly salaries to the employees, normally 15th of the month as we following our international rules


SAFETY

Unskilled: Providing some safety tools:
 Helmet
 Gloves
 Safety shoes
Skilled: Job security until and unless he quit or any other problem


Unskilled: Yes! They received a good and friendly environment from the org. It’s important for the labor that he`ll get a good factory environment and motivational atmosphere.
Skilled: We focused on them that the employee will not involve in these issues:
 Abuses to the lower labor
 Sexual Harassment
 Misbehavior with others


We providing an equal rights and opportunities for females and minorities
If an organization hired 1 woman and 10 men ---- Women feel insecure or don’t want to work there (Riskier for women)
But if the organization hired males & females equally --- No Harassment, feel safe & secured with other female colleagues


Yes! They fully satisfied because we have a special security and safety for them. They secured in the organization if the law & order or political instability then we protect them in the organization.


HR POLICIES

HR policies are necessary for any organization. HR handle the law and suit cases on company`s behalf, Govt. rules, stability, salary and performance increment with other organizations


Lower level employee mainly considering with the salary packages, if he`ll get it better from somewhere else, he quickly resigned and joined the other company. Comparatively with other companies, we don’t provide many facilities to the employee but we give them in shape of cash (liquid) on a monthly basis. Like we give them Rs.1000 for Attendance bonus every month or rewards.


HR policies are strong implemented on the workers; employee accepted all the policies like safety and other precautions because they know they’ll get the return or benefit for that. As we discussed earlier, that employee focused on salaries for that we survey and comparing the salaries with competitors. Example: Suppose if competitor gives Rs.6000 then we offering them 6100 or vice versa. Recently our salaries go down so employee quickly resigned the company

Employees have 100% trusts in HR policies whether it’s a salary package, monthly cash bonus or rewards, safety precautions, etc.

 Same policies for women & minorities
 Equally treated them

Increasing Motivation and Retaining Employees

1. Pay for Performance – Pay for performance refers to any compensation method that ties pay to the quantity or quality of work the person produces. For a Pay for Performance plan to be successful, according to Sims (2002), the manager must:

* Ensure that effort and rewards are directly related.
* Make the plan understandable and easily calculable by the employees.
* Set effective standards that will benefit the organization.
* Guarantee the program.
* Guarantee a base rate.



2. Spot Awards - A spot award is a financial award given to an employee literally on the spot as soon as the laudable performance is observed. Spot awards have a sound basis in motivation. For example, to the extent that the rewards are both contingent on good performance and awarded immediately, they are certainly consistent with the expectancy approach, and provide the recognition most people desire (Sims 2002).

3. Job Redesign – Job design refers to the number and nature of activities in a job; the basic issue in job design is whether jobs should be more specialized or, at the other extreme, more “enriched” and no routine. Job enrichment means building motivators like opportunities for achievement into the job by making it more interesting and challenging. This is often accomplished by giving employees more autonomy and allowing them to do much of the planning and inspection normally done by their managers (Sims 2002).

4. Employee Empowerment - Empowering employees is a popular approach to work organizations. It means giving employees the authority, tools, and information they need to do their jobs with greater autonomy, as well as the self-confidence required to perform the new jobs effectively. Empowering is inherently a motivational approach. It boosts employees’ feeling of self-efficacy and enables them to more fully their potential, satisfying high-level needs for achievement, recognition, and self-actualization. Empowerment results in changes in employees’ effectiveness. The result is that people take more initiative and persevere in achieving their goals and their leader’s vision even in the face of obstacles. In order to effectively empower the employees, the manager must:

* Make sure people understand their responsibilities
* Give them authority equal to the responsibilities assigned to them
* Set standards of excellence that will require employees to strive to do all work “right the first time”
* Provide them with training that will enable them to meet the standards
* Give them information that they need to do their jobs well
* Trust them
* Give them permission to fail
* Treat them with dignity and respect
* Provide them with feedback on their performance
* Recognize them for their achievements (Sims 2002)
Hello friend,

Here i am sharing Annual Report of Alliant Energy, so please download and check it.
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