abhishreshthaa

Abhijeet S
United States Cellular Corporation, d.b.a. U.S. Cellular (NYSE: USM), owns and operates the sixth largest wireless telecommunications network in the United States, behind Verizon Wireless, AT&T Mobility, Sprint Nextel, T-Mobile USA, and MetroPCS. They currently serve about 6.2 million customers in 126 markets in 26 U.S. states.[1] U.S. Cellular has recently rolled out a 3G network for many of its customers. The company has its headquarters in O'Hare, Chicago, Illinois.
Rating System:



· The rating system is against competencies.



· Demonstrate a low skill /knowledge level in most of the core priority areas for the job. Highly intensive or re-education regarding approach is required.



· Demonstrates some effective skills /knowledge in the competencies areas for the job but there are some important core skill gap to be developed.



· Demonstrate effective skills/knowledge in the majority of the core priority areas for the job. Has attained standard expected of target group given the constraints of the environment and job role. There are still some areas to be developed.



· Is extremely effective in all skills/ knowledge areas required in the job. Is performing at the highest standards expected in the role.



Compensation:



PTC considers its employees not just as a cost but as a resource in which the company has invested from which it expects valuable returns. Pay policies and programs are one of the most important human resource tools for encouraging desired employee behaviors. The advantage of paying above the market average is the ability to attract and retain the top talent available, which can translate into highly effective and productive work force.



Extra Pay for Overtime:



If a worker works for more than nine hours in any day or for more than 48 hours in any week in a non –seasonal or seasonal factory, he shall be entitled in respect of overtime worked to pay at the rate of twice of his ordinary pay.



Discipline:



It is the company policy to ensure that the required standards of performance and conduct are maintained. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. It does not form part of the contract of employment or otherwise have contractual effect.



Reasons to measure white-collar work



1. performance management
2. Corporate direction
3. Pay for performance
4. Evaluation
5. Job ROI (return on investment)




*2* Reasons of difficulty in measurement



1. Fear
2. Creative work
3. Nature of work
4. Lack of knowledge



*3* Technique to create performance standards for white-collar work

This procedure consists of three steps

1. Identifying the results

This step helps to decide what to measure in a job

o Behavior

or

o Results

2. Defining the measures

This step decides the factors to evaluate how well a result has been done.

Two kinds of measures are

o Numeric
o Descriptive

3. Setting standards

Here we assume that each measure is a yardstick. The employee should know what point on the yardstick represents meeting expectations.
 
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United States Cellular Corporation, d.b.a. U.S. Cellular (NYSE: USM), owns and operates the sixth largest wireless telecommunications network in the United States, behind Verizon Wireless, AT&T Mobility, Sprint Nextel, T-Mobile USA, and MetroPCS. They currently serve about 6.2 million customers in 126 markets in 26 U.S. states.[1] U.S. Cellular has recently rolled out a 3G network for many of its customers. The company has its headquarters in O'Hare, Chicago, Illinois.
Rating System:



· The rating system is against competencies.



· Demonstrate a low skill /knowledge level in most of the core priority areas for the job. Highly intensive or re-education regarding approach is required.



· Demonstrates some effective skills /knowledge in the competencies areas for the job but there are some important core skill gap to be developed.



· Demonstrate effective skills/knowledge in the majority of the core priority areas for the job. Has attained standard expected of target group given the constraints of the environment and job role. There are still some areas to be developed.



· Is extremely effective in all skills/ knowledge areas required in the job. Is performing at the highest standards expected in the role.



Compensation:



PTC considers its employees not just as a cost but as a resource in which the company has invested from which it expects valuable returns. Pay policies and programs are one of the most important human resource tools for encouraging desired employee behaviors. The advantage of paying above the market average is the ability to attract and retain the top talent available, which can translate into highly effective and productive work force.



Extra Pay for Overtime:



If a worker works for more than nine hours in any day or for more than 48 hours in any week in a non –seasonal or seasonal factory, he shall be entitled in respect of overtime worked to pay at the rate of twice of his ordinary pay.



Discipline:



It is the company policy to ensure that the required standards of performance and conduct are maintained. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. It does not form part of the contract of employment or otherwise have contractual effect.



Reasons to measure white-collar work



1. performance management
2. Corporate direction
3. Pay for performance
4. Evaluation
5. Job ROI (return on investment)




*2* Reasons of difficulty in measurement



1. Fear
2. Creative work
3. Nature of work
4. Lack of knowledge



*3* Technique to create performance standards for white-collar work

This procedure consists of three steps

1. Identifying the results

This step helps to decide what to measure in a job

o Behavior

or

o Results

2. Defining the measures

This step decides the factors to evaluate how well a result has been done.

Two kinds of measures are

o Numeric
o Descriptive

3. Setting standards

Here we assume that each measure is a yardstick. The employee should know what point on the yardstick represents meeting expectations.

Hey abhi,

Here i am sharing Leaders at US cellular, so please download and check it.
 

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