HR-People Management 2

Question 1

The key objectives for Personnel in US Land in 2009?

Principles

(Hint 9)

Answer 1

• Recruit where we work
• Promote diversity of nationality, culture, gender and thought
• Train and develop people continuously throughout their careers
• Manage by objectives
• Promote from within, based on performance and potential
• Offer borderless career opportunities
• Respect and care for individuals and their families
• Offer a competitive compensation and benefits package

Question 2

Describe the SLP-3 process?

Answer 2

It is the form used by employees to record performance appraisals.

1. Objectives Recorded
2. Objectives Sealed
3. Appraisal started
4. Results released to N+2
5. N+2 comments recorded
6. Results released to employee
7. Employee can input comments
8. SLP3 is complete

Question 3

What are the 4 purposes of SLP-3?

Answer 3

• The comparison of actual results against objectives
• Summary of the most prominent performance factors displayed - 13 now from The Mindset – based on Commitment, Teamwork, Drive and Integrity.
• The starting point for individual training and development plans
• An opportunity for employees to know how they are doing and to express any specific job concerns

Question 4

What is the SLP-1?

Answer 4

• Succession Planning The SLP-1 is a summary of the names of possible replacements, either ready immediately or in the future, for in key organizational positions.
  • Document summary of key positions with current incumbents and a shortlist of possible replacements
  • Important for business continuity: need to identify skill shortages
  • Important for employee development
  • Managed by Personnel function – recommendations from Management
  • Reviewed twice per year

Question 5

What is the SLP-4? and the 6 Categories.

Answer 5

Potential Assessment

• Process of identifying those who have had, or are expected to have, a significant impact on our business
• 6 categories:
  
  • High (Management) Potential
  • Key Technical Expertise
  • Key Functional Expertise
  • Outstanding Sales Performance
  • Coaching & Mentoring “Star”
  • Recent Business Impact

Question 6

What is the SLP-11?

Answer 6

Salary review tool, used to allocate a salary increase budget to a group of employees (merit increase exercise)

• Applicable to employees not in a fixed-step training program.
• Directly linked to performance
• Based on company performance, salary surveys, market positions, cost of living and inflation
• The market can dictate whether it is necessary or not

Question 7

What is SAP and what is it used for?

Answer 7

It is a worldwide database for human resource management including org. structure, payroll and benefits.

Question 8

Tell me about Compensation philosophy

Answer 8

Maintain the short and long-term motivation…through programs designed to promote retention…for all exempt employees from entry through executive levels…based on reward for performance.

Question 9

What are the employee categories? (6 categories)

Answer 9

• *International Mobile (IM)**-Full mobile for business proposes, Grade 8 or above.
• *International Commuter (IC)-** It is a rotator, go back and forward to home. Job is in different country as home town.
• *Geomobile (GM).**- Mobile with in the GeoZone. Assigned as an expatriate within the GeoZone
• *Home Country Mobile.-** Temporary at home as business request.
• *Home Country Commuter.-** Employee will normally work and reside at country of origin. (local rotator)
• *Home Country Resident.**- Lives and work at home country.

Question 10

What are the employee types? (4)

Answer 10

Exempt: are degreed professionals and individuals with unique expertise, as well as management. – not earning overtime pay.

Non-Exempt: All other employees – eligible for overtime pay

Direct: All field personnel directly contributing to revenue generation.

In-Direct: All additional personnel supporting direct field personnel.

Question 11

Describe these personnel metrics:

Compensation versus Revenue

Answer 11

Ensures that an employee’s compensation matches what the location is making in revenue

Question 12

Describe these personnel metrics:

Fixed vs Variable:

Answer 12

Ratio of constant employees at a local vs variable employees (floaters, loan-outs, short service, etc)

Question 13

Describe these personnel metrics:

Support Ratio:

Answer 13

Ratio of support staff to field personnel. This includes maintenance, bulk plant, laboratory employees

Question 14

Describe these personnel metrics:

Gender Mix:

Answer 14

Ratio of males to females in a location. Goal is 1 woman for every 3 men by 2020.