Legal Issues of Using Internet for Individual Employees for Human Resource Activities

Topics: Employment, Incentive, Human resource management Pages: 2 (742 words) Published: November 20, 2011
What are the legal and ethical issues surrounding the use of the Internet (specifically, social networking sites such as Facebook, Twitter, etc.) by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of web applications? Have you ever encountered a breach in your privacy in an organization due to use of the Internet? If you do not have a personal example of a breach in your privacy, please share an example that you have observed in the workplace.

Read the Application Case 11-1, “Customizing Bonus Pay Plans,” on pages 348-352 of the textbook. Answer the three (3) discussion questions on page 352.

Why is it important to include operating employees (non-managers) in the development and use of an incentive program? Navigant Consulting Inc. previously has a short term incentive pay system which was flawed and had no consistent method of rewarding performance so they redesigned the system. The short-term cash bonus plan has two elements which included incentive pay for the senior professionals based on performance and the administrative staff were rewarded according to performance. The new system led to the company recovering from years of losses. Linking the pay of non-managers to performance led to motivating employees and improved the corporation as a whole. What is the individual performance modifier that the Towers Perrin survey identified? Explain it in managerial terms. The individual performance modifier that Towers Perrin survey identified was found in 62 percent of companies with an orgaizationwide incentive plan. This individual performance modifier was where an employee is measured against preestablished personal goals for the year and then rewarded for achieving specific goals. The goals were established to directly influence a behavior. An example used was to pay clerks double time for any sick days not used. American Woodmark’s scorecard approach can be most...
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