Global Human Resource Management - 重庆理工大学经 .pptVIP

Some ideas from Payment SES The Functions of Pay Key Market Ideas Reservation wage Compensating differentials Meaning of equilibrium Elasticity of demand curve Why Market Model is Incomplete Adjustment is long and slow imperfect information barriers to mobility social / institutional rigidity Role of Power monopoly rents unions licensing Discrimination Elements of Pay System Level relative to market Basis for pay(your HR process) Composition of pay package(impact) Level of Pay THE IMPACT OF PAY DISPERSION,BASEBALL The problems BENEFITS Pay for Performance Decisions about CompensationSystems The SAS Institute Some ideas from Performance Appraisal Morgan Stanley Objectives Apply and integrate the course material in an analysis and discussion of the Morgan Stanley case today. Consider what and how John Mack should proceed in implementing his new strategy and vision for Morgan…with special attention to the alignment and consistency of HR levers. Morgan Stanley MissionStatement Our goal is to be the world’s best investment bank and the firm of choice for our clients, our people, and our shareholders. We will succeed by meeting the global needs of our clients – both providers and users of capital -- at a level of performance which is exceptional. This commitment to add maximum value will be characterized by extraordinary effort and innovation, and by conducting ourselves with absolute integrity. Morgan Stanley’s people are the source of our competitive advantage. We will distinguish ourselves by creating an environment that fosters teamwork and innovation, by veloping and utilizing our employees’ abilities to the fullest, and by treating each other with respect and dignity. Goals for the new performancesystem Enhance the professional development of all Achieve greater objectivity and fairness, and base employees.performance evaluation on explicit performance criteria that bro