SUMMARY TO GROUP 1

Group 1

OVERVIEW:

Human work is concerned with production and distribution of the goods and services.

*Industrial Psychology: Its Premises

          There are three premises which may view as desirable objectives of industry.

          *should produce goods and services

          *desirable to increase

          *maintain or enhance the certain human values

*The Development of Industrial Psychology

          Industrial Psychologies grew its present maturity were concerned particularly with problems of personnel selection.

          One of the first major books in the area was Hugo Munsterberg’s Psychology of Industrial Efficiency (1913).  

*Changes in Emphasis in Industrial Psychology

          They discuss the early years in 1930’s and 1940’s through continuing the personnel selection and placement. This has continued to be important to industrial psychology and probably will continue to be in the years to come.

*Modus Operandi of Industrial Psychology

          The Modus Operandi of Industrial Psychology have four phases of stages:

          1. Identification of the problems to be treated.

          2. Use of various methods of collection and analysis of relevant data.

          3. The findings resulting from these methods and associated analyses.

          4. The applications of such findings to the problems at hand.

 *Identification of the Problems

          The problems relevant to Industrial Psychology are manifests in various ways and at various levels of abstraction – most of them being manifestations­­­_­ of the disparities between the objectives referred to above and the reasonable fulfillment of these in practice.

*Two Faces of Industrial Psychology

          Industrial psychologies become involved in a variety of activities, but in a sense their responsibilities can be viewed as relating either to science of psychology or to the profession of psychology.

          *Science of Psychology

                   -discovery through research

                   -some psychological research aim to determine reasons for the behavior of people – at explaining such behaviors in terms of theories

          *Profession of psychology

                   -with an emphasis on the application of knowledge and insight to practical problems

                    -this can include consulting, program development, individual evaluation

BENEFITS AND COMPENSATION

                                                               BENEFITS

Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.

EMPLOYEE BENEFITS


Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.

Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment and worker's compensation, are federally required. (Worker's compensation is really a worker's right, rather than a benefit.)Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)

You might think of benefits as being tangible or intangible. The benefits listed previously are tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible benefits, but sometimes meaning both kinds of benefits.You might also think of benefits as company-paid and employee-paid. While the company usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical insurance, are often paid, at least in part, by employees because of the high costs of medical insurance.

                                               COMPENSATION
Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs.


Employee Compensation

Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc. (Also see the Related Info (including Benefits).

Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of compensation are wages, salaries and tips.Compensation is usually provided as base pay and/or variable pay. Base pay is based on the role in the organization and the market for the expertise required to conduct that role. Variable pay is based on the performance of the person in that role, for example, for how well that person achieved his or her goals for the year. Incentive plans, for example, bonus plans, are a form of variable pay. (Some people might consider bonuses as a benefit, rather than a form of compensation.) Some programs include a base pay and a variable pay.

Organizations usually associate compensation/pay ranges with job descriptions in the organization. The ranges include the minimum and the maximum amount of money that can be earned per year in that role.

Employees have certain monies withheld from their payroll checks, usually including federal income tax, state income tax, FICA (social security) contributions, and employee contributions to the costs of certain benefits (often medical insurance and retirement).

Exempt and Non-Exempt

Jobs in organizations have two classifications, exempt and non-exempt.Professional, management and other types of skilled jobs are classified as exempt. Exempt jobs get a salary, that is, a fixed amount of money per time interval, usually a fixed amount per month. It's not uncommon for exempt positions to receive higher compensation and benefits than non-exempt jobs, although non-exempt jobs often can make more money than exempt jobs simply by working more hours.Unskilled or entry-level jobs are usually classified as non-exempt. Non-exempt jobs usually get a wage, or an amount of money per hour. Non-exempt jobs also get paid over-time, that is, extra pay for hours worked over 40 hours a week or on certain days of the week or on holidays.

Each job must have the same pay range for anyone performing that job, that is, one person can't have a higher maximum pay than someone else doing that same job.