A Handbook of Employee Reward Management and Practice - Softcover

Armstrong, Michael; Stephens, Tina

Softcover

ISBN 10: 0749449624 ISBN 13: 9780749449629

Verlag: Kogan Page, 2007

Inhaltsangabe

The first edition of this book emerged as the definitive guide to reward management and also became an established reference work on human resource management courses around the world. It's not hard to see why.

Covering everything you need to know about reward management in a company, the handbook is both highly readable as well as containing an impressive programme of tried and tested techniques for running efficient and motivational reward programmes.

The techniques covered include: establishing job values and relativities; developing grade and pay structures; how to reward and review contribution and performance; how to reward special groups; running employee benefit and pension schemes; and so much more.

This new edition contains new research conducted by E-Reward, as well as over 30 new case studies and brand new coverage of key topics such as engagement and commitment, bonus schemes and rewarding knowledge workers. If you are involved in developing reward schemes for staff, or are studying human resource management, then this book will open your eyes to the latest thinking in staff motivation and reward.

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Über die Autorinnen und Autoren

Michael Armstrong is the UK's bestselling author of Human Resource Management books including Armstrong's Handbook of Human Resource Management Practice, Armstrong's Handbook of Strategic Human Resource Management, Armstrong's Handbook of Reward Management Practice and Armstrong's Handbook of Performance Management and several other titles published by Kogan Page. His books have sold over a million copies and have been translated into twenty-one languages.

Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personnel and Development (CIPD), a managing partner of E-Reward and an independent management consultant. Prior to this he was an HR director of a publishing company. He is based in London, UK.

Tina Stephens is a specialist in employee reward and in management and leadership development. A Chartered Fellow of the Chartered Institute of Personnel and Development her career spans management roles in the private and higher education sectors. She currently works as an independent consultant, writer and broadcaster. She has significant experience in management education and development gained as a tutor, line manager and currently from working with numerous employers as they develop both their management and their organizations.

She has been a tutor for Employee Reward and is Chief Examiner (Employee Reward) for the Chartered Institute of Personnel and Development and a CIPD examiner for Managing for Results. She is the co-author of The Handbook of Management and Leadership and A Handbook of Employee Reward Management and Practice, both published by Kogan Page.

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Part 1 The fundamentals of reward management

1 Reward management: an overview

Reward management defined; The aims of reward management; Achieving the aims; The reward system; Elements of a reward system; Factors affecting reward management policy and practice; The development of reward management; References

2 The context of reward management

The internal environment; The external environment; Impact of the environment; References

3 Total reward

Total reward defined; The significance of total reward; Benefits of total reward; Model of total reward; Relational rewards; Developing a total reward approach; Approaches to total reward; Conclusion; References

4 Strategic reward

Strategic reward management defined; The rationale for strategic reward; Guiding principles; The concept of reward strategy; References

5 Developing and implementing reward strategy

General considerations; The reward strategy development sequence; Implementation; References

6 Reward policies

The purpose of reward policies; Reward policy headings; Level of rewards; Developing reward policies; Examples of reward policies

Part 2 The conceptual framework

7 Factors affecting levels of pay

Economic determinants of pay; Factors affecting pay levels within organizations; The significance of the factors affecting pay levels; Application of the factors; References

8 Motivation and reward

The process of motivation; Motivation theories; Motivation and financial incentives and rewards; Factors affecting satisfaction with pay; Motivation and job satisfaction and performance; The key messages of motivation theory; References

9 Engagement and organizational commitment

Definitions; Engagement; Organizational commitment; References

10 The psychological contract

The psychological contract defined; The significance of the psychological contract; Developing and maintaining a positive psychological contract; References

Part 3 Establishing job values and relativities

11 Job evaluation schemes

Definition of job evaluation; Aims; Features; The case for and against job evaluation; Categories of job evaluation; Types of analytical schemes; Types of non-analytical schemes; Market pricing; Computer-assisted job evaluation; Examples of the use of job evaluation; Conclusion; References

12 Developing and maintaining job evaluation schemes

Developing a job evaluation scheme: initial stages; Designing a point-factor job evaluation scheme; Designing a job classification scheme; Developing an analytical matching scheme; Developing management procedures; Introducing job evaluation; Maintaining a job evaluation scheme; References

13 Equal pay for work of equal value

Why discrimination takes place; The legal framework; The EOC Code of Practice on Equal Pay; Equal pay claims; Avoiding discrimination in job evaluation; Discriminatory pay structures; References

14 Equal pay reviews

Purpose of equal pay reviews; Planning a review; The equal pay review process; Analysing pay; Conclusion; References

15 Market rate analysis

Market rate analysis defined; Aims of market rate analysis; The problem of defining the market rate; The process of market analysis; Initial decision to conduct market analysis; Decide on benchmark jobs; Sources of market data; Analyse data; Prepare information on the jobs to be surveyed; Interpret and present market data; Using market data; A final word; Reference

16 Role analysis

Definitions; Role analysis and reward management; Methodology; Role profile definition; Examples of role profiles

Part 4 Grade and pay structures

17 Types of grade and pay structures

Grade structures; Pay structures; Incidence of grade and pay structures; Narrow-graded structures; Broad-graded structures; Broad-banded structures; Career family structures; Job family structures; Combined career/job family and broad-banded structures; Pay spines; Spot rates; Individual job grades; References

18 Developing grade and pay structures

Guiding principles for grade and pay structures; The design programme; The design process; Define guiding principles and objectives; Analyse present arrangements; Selecting the structure; Criteria for choice; Design options; Use of job evaluation; Graded pay structure design; Broad-banded structure design; Career family structure design; Job family structure design; Designing non-discriminatory pay structures; Implementing new grade and pay structures; References

Part 5 Rewarding and reviewing contribution and performance

19 Individual contingent pay

Individual contingent pay defined; The incidence of contingent pay; Contingent pay as a motivator; Arguments for and against contingent pay; Alternatives to contingent pay; Criteria for success; Performance-related pay; Competency-related pay; Contribution-related pay; Skill-based pay; Service-related pay; Choice of approach; Readiness for contribution pay; Developing and implementing contribution pay; References

20 Bonus schemes

Bonus schemes defined; Aims of bonus schemes; Rationale for bonus schemes; Types of scheme; Category of staff covered; The business case for bonus schemes; Designing a bonus scheme; Introducing a bonus scheme; Reference

21 Team rewards

Team pay defined; Aim of team pay; How team pay works; Requirements for team pay; Advantages and disadvantages of team pay; Developing team pay; NHS case study; References

22 Paying for organizational performance

Types of schemes; Aims; Profit sharing; Share ownership schemes; Gain sharing

23 Recognition schemes

Recognition schemes defined; Principles of recognition; Types of recognition; Examples of non-cash awards; Designing a recognition scheme; Example of a recognition scheme at Camelot; References

24 Performance management and reward

Performance management defined; Purpose of performance management; Principles of performance management; The performance management cycle; Key features of performance management; Performance management as a motivating process; Performance management and non-financial motivation; Performance management and pay; References

Part 6 Reward management for special groups

25 Rewarding directors and senior executives

The background; Governance reviews and remuneration; Remuneration committees; Directors' and senior executives' remuneration; Benefits; Service contracts

26 International reward

The international scene; International reward strategy; Rewards for expatriates; References

27 Rewarding sales and customer service staff

Rewarding sales representatives; Rewarding customer service staff; References

28 Rewarding knowledge workers

What motivates knowledge workers?; Managing knowledge workers; Approaches to rewarding knowledge workers; References

29 Shop floor pay

Factors affecting shop floor pay; Time rates; Payment-by-result schemes; General considerations; Types of payment-by-result schemes; Single status and harmonization; References

Part 7 Employee benefits, allowances and pension schemes

30 Employee benefits

Rationale for employee benefits; Employee benefit strategies and policies; Types of benefit; Incidence of benefits; Choice of benefits; Administering employee benefits; Tax considerations; Reference

31 Flexible benefits

Reasons for introducing flexible benefits; Types of flexible benefits schemes; Introducing flexible benefits; Example - Lloyds TSB; References

32 Pension schemes

Why pensions are provided; What pension schemes provide; The two main types of schemes; Other types of pension schemes; The state pension scheme; Advising employees on pensions; Developing and communicating pensions policies; Government proposals on the future of pensions; References

Part 8 Reward management procedures

33 Managing reward

Reward procedures; Controlling reward; Conducting general pay reviews; Conducting individual reviews; Communicating to employees; Managing the development of reward systems; The use of computers in reward management; Reference

34 Responsibility for reward

The role of the reward professional; Role of the front-line manager in managing reward; Using reward consultants; References

Details zur Ausgabe

• Verlag: Kogan Page
• Erscheinungsdatum: 2007
• Sprache: Englisch
• ISBN 10: 0749449624
• ISBN 13: 9780749449629
• Einband: Tapa blanda
• Auflage: 2
• Anzahl der Seiten: 560
• Kontakt zum Hersteller: Authorised Rep Compliance Ltd; GPSR Enquiries; info@authorisedrepcompliance.co.uk