A Handbook of Employee Reward Management and Practice
2nd Edition
Published on 3. April 2007
Book
Paperback/Softback
560 pages
978-0-7494-4962-9 (ISBN)
Description
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.
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.
Reviews / Votes
"a key text for students and lecturers." human capital managementMore details
Edition
2nd Revised edition
Language
English
Place of publication
London
United Kingdom
Target group
Professional and scholarly
Edition type
Revised edition
Product notice
Paperback (trade)
Dimensions
Height: 246 mm
Width: 189 mm
ISBN-13
978-0-7494-4962-9 (9780749449629)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
New editions
Michael Armstrong | Duncan Brown
Armstrong's Handbook of Reward Management Practice
Improving Performance Through Reward
Book
11/2023
7th Edition
Kogan Page Ltd
€65.90
Shipment within 10-20 days
Michael Armstrong
Armstrong's Handbook of Reward Management Practice
Improving Performance Through Reward
Book
03/2010
3rd Edition
Kogan Page Ltd
€69.46
Article exhausted; check for reprint
Previous edition
Michael Armstrong | Tina Stephens
A Handbook of Employee Reward Management and Practice
Book
01/2005
1st Edition
Kogan Page Ltd
€54.05
Article exhausted; check for reprint
Persons
Michael Armstrong is a Companion and former Chief Examiner (Employee Reward) for the Chartered Institute of Personnel and Development, and a fellow of the Institute of Management Consultancy. He is the author of many best-selling titles published by Kogan Page.
Content
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
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
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