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Author: Christiane Zügner Publisher: GRIN Verlag ISBN: 3638702200 Category : Business & Economics Languages : en Pages : 60
Book Description
Research Paper (undergraduate) from the year 2005 in the subject Business economics - Personnel and Organisation, grade: 5, University of Cooperative Education Mannheim (International Business Administration), course: Leadership, 4 entries in the bibliography, language: English, abstract: This essay deals with the reward management of companies. Compensation and remuneration are important issues in human resource management. In the following chapters, we will describe the reward management in detail in order to give a basic understanding about this topic. First, the different levels of remuneration are presented which is a necessary background information. Furthermore we would like to concentrate on the practical work in the human resource department. We will describe how the operational tasks in compensation management are separated between the staff and how these tasks changed in the last decades due to changes in the business environment. In the following part we will name and explain more in detail important factors which influence the compensation and rewarding strategy. We add a short excursus concerning legal minimum wages. This topic is one significant force to control and manipulate the strategic decisions in the reward and compensation strategy. Moreover we will focus on performance related payment systems. This issue became more and more important in the last year and there are many employees who argue against such a system. We will explain it and afterwards we would like to name some arguments which are against this kind of a structure. Finally we will present a practical example of compensation management. We have chosen the global-acting company BASF because we could organise some background information and we think that this company uses some of the strategic tools we described in their compensation management. Not every company is willing to show their strategies to the public because they think that their competitors will profit from this knowle
Author: Christiane Zügner Publisher: GRIN Verlag ISBN: 3638702200 Category : Business & Economics Languages : en Pages : 60
Book Description
Research Paper (undergraduate) from the year 2005 in the subject Business economics - Personnel and Organisation, grade: 5, University of Cooperative Education Mannheim (International Business Administration), course: Leadership, 4 entries in the bibliography, language: English, abstract: This essay deals with the reward management of companies. Compensation and remuneration are important issues in human resource management. In the following chapters, we will describe the reward management in detail in order to give a basic understanding about this topic. First, the different levels of remuneration are presented which is a necessary background information. Furthermore we would like to concentrate on the practical work in the human resource department. We will describe how the operational tasks in compensation management are separated between the staff and how these tasks changed in the last decades due to changes in the business environment. In the following part we will name and explain more in detail important factors which influence the compensation and rewarding strategy. We add a short excursus concerning legal minimum wages. This topic is one significant force to control and manipulate the strategic decisions in the reward and compensation strategy. Moreover we will focus on performance related payment systems. This issue became more and more important in the last year and there are many employees who argue against such a system. We will explain it and afterwards we would like to name some arguments which are against this kind of a structure. Finally we will present a practical example of compensation management. We have chosen the global-acting company BASF because we could organise some background information and we think that this company uses some of the strategic tools we described in their compensation management. Not every company is willing to show their strategies to the public because they think that their competitors will profit from this knowle
Author: S. K. Bhatia Publisher: Deep and Deep Publications ISBN: 9788176294669 Category : Compensation management Languages : en Pages : 292
Book Description
Designing Compensation System Is A Challenging Task Of Managements To Develop Commitment And Competence. This Book Focuses On Both Extrinsic (Financial) And Intrinsic (Non-Financial) Rewards. A Reference Manual For Corporate Managers, For Students Of Mba, Pn, Commerce, Accountancy Etc.
Author: Thomas P. Flannery Publisher: Simon and Schuster ISBN: 074323653X Category : Business & Economics Languages : en Pages : 292
Book Description
People, Performance, and Pay identifies today's four most common organizational work cultures - functional, process, time-based, and network - and explains how to align innovative pay policies with each. With examples from LEGO, Hallmark, Holiday Inn, and other leading organizations, the authors explain how to assess an organization's current culture and determine what its future culture should be. They then demonstrate pay's role in such change initiatives, and how compensation must be integrated with other human resource processes, such as selection, training, and performance management. They also discuss the full range of pay strategies available today and how they can be best used to move the organization forward; for example, they recommend decreasing an organization's emphasis on base pay as it shifts from a functional culture to a process, time-based, or network culture. They also offer guidance on establishing team rewards, especially important in process and team-based cultures, and make a compelling case for putting more pay at risk through variable pay strategies. Here also is strategic advice on competency-based pay, performance-based rewards such as gain-sharing, executive pay, and benefits programs. As responsibility for compensation strategies and compensation decisions shifts away from the realm of the Human Resource Department, line managers and senior executives will find People, Performance, and Pay an invaluable reference for effectively using salary, incentives, and benefits to motivate and reward employees, improve quality, and increase productivity.
Author: National Research Council Publisher: National Academies Press ISBN: 0309264111 Category : Political Science Languages : en Pages : 129
Book Description
U.S. agencies with responsibilities for enforcing equal employment opportunity laws have long relied on detailed information that is obtained from employers on employment in job groups by gender and race/ethnicity for identifying the possibility of discriminatory practices. The U.S. Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance programs of the U.S. Department of Labor, and the Civil Rights Division of the U.S. Department of Justice have developed processes that use these employment data as well as other sources of information to target employers for further investigation and to perform statistical analysis that is used in enforcing the anti-discrimination laws. The limited data from employers do not include (with a few exceptions) the ongoing measurement of possible discrimination in compensation. The proposed Paycheck Fairness Act of 2009 would have required EEOC to issue regulations mandating that employers provide the EEOC with information on pay by the race, gender, and national origin of employees. The legislation was not enacted. If the legislation had become law, the EEOC would have been required to confront issues regarding currently available and potential data sources, methodological requirements, and appropriate statistical techniques for the measurement and collection of employer pay data. The panel concludes that the collection of earnings data would be a significant undertaking for the EEOC and that there might be an increased reporting burden on some employers. Currently, there is no clearly articulated vision of how the data on wages could be used in the conduct of the enforcement responsibilities of the relevant agencies. Collecting Compensation Data from Employers gives recommendations for targeting employers for investigation regarding their compliance with antidiscrimination laws.
Author: David Weaver Publisher: Lioncrest Publishing ISBN: 9781544516691 Category : Business & Economics Languages : en Pages : 210
Book Description
Most organizations fail to pay their employees properly-not because they don't want to, but because they don't approach compensation with a plan. The compensation landscape is changing rapidly. If you don't pay your employees what they're worth, not only will your competitors leave you behind, but you'll also leave yourself open to legal, social, and political backlash. As an HR professional or manager, how do you navigate the confusing world of compensation? Pay Matters is your go-to guide for demystifying the art and science of compensation. Step-by-step, David Weaver explains how to perform a detailed market analysis that reveals exactly how much each position in your organization should be paid. You'll also learn how to develop a pay philosophy specifically tailored to your organization and strike the elusive balance between profit and labor costs. With precisely calibrated base salaries, rewards programs, and enticing incentives, you'll be able to keep your best employees. Don't leave salaries open to the caprices of your organization's senior leaders. Approach them confidently with a proven methodology. After all, pay matters.
Author: Lucian A. Bebchuk Publisher: Harvard University Press ISBN: 9780674020634 Category : Business & Economics Languages : en Pages : 308
Book Description
The company is under-performing, its share price is trailing, and the CEO gets...a multi-million-dollar raise. This story is familiar, for good reason: as this book clearly demonstrates, structural flaws in corporate governance have produced widespread distortions in executive pay. Pay without Performance presents a disconcerting portrait of managers' influence over their own pay--and of a governance system that must fundamentally change if firms are to be managed in the interest of shareholders. Lucian Bebchuk and Jesse Fried demonstrate that corporate boards have persistently failed to negotiate at arm's length with the executives they are meant to oversee. They give a richly detailed account of how pay practices--from option plans to retirement benefits--have decoupled compensation from performance and have camouflaged both the amount and performance-insensitivity of pay. Executives' unwonted influence over their compensation has hurt shareholders by increasing pay levels and, even more importantly, by leading to practices that dilute and distort managers' incentives. This book identifies basic problems with our current reliance on boards as guardians of shareholder interests. And the solution, the authors argue, is not merely to make these boards more independent of executives as recent reforms attempt to do. Rather, boards should also be made more dependent on shareholders by eliminating the arrangements that entrench directors and insulate them from their shareholders. A powerful critique of executive compensation and corporate governance, Pay without Performance points the way to restoring corporate integrity and improving corporate performance.
Author: Indranil Gupta Publisher: ISBN: Category : Languages : en Pages : 114
Book Description
The Compensation and Benefits Manual is a detailed illustration of Total Rewards, an advanced model of Human Resource management that goes beyond employee remuneration, which helps organizations to not only attract, motivate and retain, but also ensure building engaged employees, enhancing their performance and improving their competitiveness in the global workforce market.WHAT YOU WILL LEARN1.Fundamental concepts of compensation, benefits, rewards & total rewards.2.Link your compensation philosophies & strategies to your organization goals & HR objectives.3.About job evaluations & job pricing, and their significance in setting salaries & employee rewards.4.About the key statistical methodologies used in compensation research & data analysis.5.How to design appropriate & relevant total compensation plans & reward programs.6.About the principles of evaluating performance and linking performance to effective rewards.7.About market compensation & benefits benchmarking surveys & how to use the market data results in determining your internal salary levels.8.How to develop performance-based pay systems & other variable pay programs.9.How to design compensation structures & flexible pay plans based on tax laws and statutory compliances.10.How to design effective reward communication programs for your business successCONTENT AND COVERAGE1.CHAPTER 1 : COMPENSATION SYSTEMSIntroduction, Understanding of the Fundamentals of Compensation, Benefits, Rewards, Total Rewards, Components of Compensation Systems, Compensation Systems in the Indian Environment, Compensation Approach and Framework. 2.CHAPTER 2: REWARD CONCEPTS Reward Philosophy, Reward Strategy, Total Reward Programs, Factors Affecting Rewards, Statutory Compliances, Environmental Factors, Impact of Globalization on Compensation Programs.3.CHAPTER 3 : JOB EVALUATION AND PRICINGJob Evaluation, Aspects of Job Evaluation, Job Evaluation Methodologies, Job Design, Point Rating Method, Hay Guide Chart Profile, Job Evaluation and Pay Determination, Job Pricing, Broad Banding, Linking Job Points to Pay Points.4.CHAPTER 4 : COMPENSATION SURVEYS & DATA ANALYSISCompensation Surveys, Types of Surveys, Job Equivalence, Survey Data Analysis, Job Evaluation and Salary Data, Grade Point and Market Salary, Median Pay, Percentiles, Compensation Ratios, Salary Rates, Salary Equity, Market Parity.5.CHAPTER 5 : DEVELOPING COMPENSATION STRUCTURESEvolution of Compensation Structures, Types of Employee Rewards, Standard Reward Practices, Flexible Pay Programs, Developing Different Compensation Structures in a Global Environment, Communicating of Compensation and Benefits Structures as 'Employee Value Proposition'.6.CHAPTER 6 : VARIABLE PAY PLANSVariable Pays, Types of Variable Pays (STI, MTI, LTI), Trends in Variable Pays, Designing Variable Pays, Steps in Introducing Variable Pays, Rewarding Critical Roles & Hot Skills, Different Types of Variable Pay Programs. 7.CHAPTER 7 : LINKING REWARDS TO PERFORMANCE Defining Performance Parameters, Measuring Performance, Basic Guidelines for Rewarding, Typical Reward Models, Linking Rewards to Performance, Pay for Performance, Integrating Total Rewards with Job, Market & Performance.8.CHAPTER 8 : REWARD COMMUNICATIONCommunication of Reward Programs, Changing Approach to Reward Communications, Steps in Effective Reward Communication, Implementation Guidelines for Reward Programs in Organizations.9.CHAPTER 9 : CASE STUDIESMeritt has trained more than 1,000 HR, Line and Business Professionals from over 500 Organizations from India and Middle East Countries. Meritt delivers these Trainings through its dedicated Training Division, called "MERITT LEARNING CENTER". For details contact -Meritt Learning Center9810557518; 7428466822;[email protected]
Author: Tito Boeri Publisher: Fondazione Rodolfo Debendetti ISBN: 0199669805 Category : Business & Economics Languages : en Pages : 311
Book Description
The compensation packages of a growing proportion of firms include pay schemes that are linked to employee or company performance, yet little is known about the patterns of performance related pay. This book compares US and European CEOs to investigate the evolution of executive compensation, its controversies, and its resulting regulations.
Author: Christiane Zügner
Author: Christiane Zügner
Author: Singh
Author: S. K. Bhatia
Author: Thomas P. Flannery
Author: National Research Council
Author: David Weaver
Author: Lucian A. Bebchuk
Author: Jed DeVaro
Author: Indranil Gupta
Author: Tito Boeri