the organisation was a startup despite offering salaries above Market level employees were dissatisfied as the basic HR processes were not in place . there was consultant conflict at workplace and the sales were not as per the expectations. supplier are not extending credit anymore which made procurement of raw material difficult
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Answer:
At The University of Texas at Dallas, compensation decisions are a collaborative effort between the hiring manager or supervisor, responsible higher-level administrators, and Human Resources.
Implementation of consistent and appropriate practices are instrumental to our ability to attract, motivate, and retain qualified employees, and to ensure compliance with appropriate rules, regulations, and laws. The success of our compensation program hinges on our ability to appropriately compete with external labor markets, to recognize and reward exceptional performance, and to maintain a shared sense of internal equity and fairness.
The Office of Human Resources is responsible for the administration of the program; however, every employee and manager has a responsibility to ensure the success of the program. In accordance with federal guidelines, enforced by the Equal Employment Opportunity Commission (EEOC), it is unlawful to knowingly or unknowingly discriminate in pay or application of employment practices, and therefore all salary decisions must be made without regard to race, color, religion, sex, national origin, age or disability. In addition, UT Dallas policy prohibits discrimination based on gender expression or gender identity.
The Human Resources team is responsible for managing the campus-wide processes for UT Dallas’ hiring and compensation practices, performance management, review of promotional opportunities, and for providing assistance to non-faculty staff. The Office of the Provost is responsible for all faculty hiring and compensation decisions, though much of the hiring, performance assessment, and compensation decisions are made at the level of the academic schools by deans or their designees. The principles described herein apply explicitly to all non-faculty staff, but, in some cases, apply implicitly to faculty, as well. For example, the guidelines regarding merit-based salary adjustments, one-time merit awards, market-based adjustments, and compression or inversion issues are equally applicable to faculty and staff. Further, institutional equity and fairness issues are also equally applicable, though partially separated administratively. For additional information or assistance with hiring and compensation matters, please contact the Employment Services team in the Office of Human Resources.