Материал: Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

5.Комиссионные отчисления – это процент от цены продукта или услуги, который агенты по реализации продукции получают дополнительно к заработной плате.

6.Самые распространенные виды повышения заработной платы это: повышения за выслугу лет, надбавки за высокое качество работы и надбавки за повышение производительности труда.

7.Премии – это одноразовые выплаты, которые зависят от полученных результатов трудовой деятельности.

8.Поощрительные выплаты, как и премии, не увеличивают основную ставку заработной платы.

Ex. 7. Complete the sentences with an appropriate word.

Ex. 8. Independent reading.

Read the following text. Look up in the dictionary words and expressions you don’t know. Write them down, as well as translation. Try to

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use new words and expressions when answering the questions and participating in discussion (Ex. 9).

Generally, if you are not the owner of the company, you don’t decide, how much a particular individual should be paid. Your role, instead, is to alert senior management to the options available for building a compensation system. It’s your responsibility to make sure that your compensation and benefits package is competitive enough to keep your top employees with the company.

When you are establishing total compensation packages, you need to be both consistent and flexible. The two may sound contradictory, but they actually go hand in hand.

Consistency means that you have a logical plan and structure to everything you do in the area of compensation and benefits so that you don’t give an impression that you are showing favoritism or acting unpredictable. Flexibility means that you are doing your best – within reason - to adapt to the individual needs and desires of your employees.

The intended end result of balancing these two factors is a salary structure that not only gives your employees a proper compensation, but also focuses on the market realities of your business.

Ex. 9. Discussion time.

1.How will you explain the phrase «You need to be both consistent and flexible»?

2.Explain what it means «so you don’t give an impression that you are showing favoritism». Why is favoritism not good in business environment? What are pros and cons of approach with favoritism and approach, when everyone is treated equally? What is the possible way to retain the key employees without being too offensive to the rest of the company?

3.What is the intended result of the introduced benefits system?

Ex. 10. Essay writing.

1.How can the firm retain its employees?

2.What is important to take into account?

3.What are the main parts of the compensation package?

4.How can companies use compensation strategies?

Write a two pages essay using vocabulary and expressions from the text.

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Text 10. Benefits package1

Managing the benefits side of the HR function today is very different from the way it was 20 years ago. You have a lot more to think about these days when you are administering benefits – more administrative details, more pressure to reconcile employee desires with the financial realities of your business and more government regulation.

Much of this increased complexity is due to the changing face of the workplace. Today’s diverse workforce has diverse needs and this diversity extends to the benefits they want. Add to this a wide range of laws and healthcare and retirement plan options and you quickly see how complicated it can be to create and implement effective benefits programs.

As challenging as all these factors seem at first glance, you have opportunity here as well. If you know what you are doing in building and promoting a competitive benefits package, you can greatly strengthen your company’s ability to attract and retain top talent.

Specific employee benefits today take a multitude of forms – everything from the basics that you find in every benefits package (Social security, workers’ compensation and unemployment insurance) to highly specialized offerings such as: multiple-option healthcare coverage, tuition reimbursement, child care and eldercare assistance, health club memberships and even on-site auto repair. Exactly which benefits you offer and how much of your payroll expense goes to pay for benefits are decisions that your company’s financial health and business philosophy must determine.

Social security and Medicare.

The Social Security system was originally designed to provide basic retirement income for all workers who have contributed to the plan and to provide healthcare benefits to Americans who are age 65 or older or become disabled. Medicare is a federal health insurance program for people 65 and older. Social security and Medicare are financed by payroll taxes.

1 This chapter informs exclusively about the US system of benefits and serves only for introducing the students to the terms and vocabulary of benefits.

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Unemployment insurance – provides basic income for workers who become unemployed through no faults of their own.

Workers’ compensation – provides protection for workers who suffer injuries or become ill on the job regardless of whether the employee or the employer was negligent. It pays medical bills, provides disability payments (income replacement) for permanent injuries and pays our lump sum death benefits.

Health insurance.

Health insurance is today’s most expensive employee benefit. It’s also the most difficult benefit to administer not just because of the cost, but also because of the many options available. The main challenge the companies face is to balance two contradictory objectives: keeping costs down while at the same time meeting employee needs. When deciding which type of plan to carry for your employees, you need to take into account the following factors:

♦Extent of coverage. Most plans offer the same basic coverage, which includes emergency trips to the hospital, illness related visits to doctors, most routine tests, most surgical procedures and hospitalization. What varies widely are extras.

♦Quality of care – you must make sure that any care program you choose has high standards and a quality reputation.

♦Cost – insurers generally base their pricing on three factors – the number of people that the plan covers, the demographics of your workforce (average age, number of children), and the amount of the deductible and copayment for the plan.

♦Ease of administration – the best plans offer an easy to use Web site and a 24-hour, 800 numbers that lets individuals to contact them easily.

Retirement plans.

In recent years companies have made a major change in the way they structure and manage retirement planning. In the past employees often spent their entire working lives with one company and received a set pension after they retired. If they changed jobs, they most likely lost all or a significant portion of the pension rights they’d earned at their old companies and had to start all over at the new firm.

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Now the business environment has changed radically. Rarely you see cases of the employee working at a single company for an entire career. In response to this dynamic new business culture retirement plans have become much more flexible and portable.

Family assistance.

Some ways in which companies provide these benefits are:

♦On-site child care

♦Contracted day-care for children and elders, when the company contacts with one or more outside providers to provide services for both the children and parents of employees

♦Vouchers – i.e. subsidies that you pay to employees to cover all or part of the cost of outside child care.

Time off.

Although many employees take the practice for granted, paying employees for days they don’t work – for holidays, vacations, sick days or personal days - is an important benefit. Each company has its own philosophy, but the following list offers general observations about paid days off:

♦Fixed number of paid holidays a year, such as New Year’s Day, Independence Day, Christmas and so on.

♦Vacation time. According to a 2005 study of vacation policies, the typical American employee is awarded 8.9 days of vacation time after one year on the job. This figure rises throughout the employee’s tenure – 11 days are granted after three years of service, 13.6 after five and up to 19/2 after 25 years with a single company.

Vacation accrual policies differ widely from one company to the next. Some companies enable their employees to bank vacation time and others require employees to take all vacation during the year in which they earn it.

Leaves of absence.

A Leave of absence is an arrangement whereby employees take an extended period of time off (usually without pay) but still maintain their employment status. In other words, they resume their normal duties when the leave is over. Employees either request or are granted leaves of absence for a variety of reasons: maternity, illness, education, travel, military obligations and so on.

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