The Compensation Handbook: A State-of-the-Art Guide to Compensation Strategy and Design
3rd Edition
Published on 31. December 1990
Book
Hardback
704 pages
978-0-07-053352-3 (ISBN)
Description
The day of the automatic merit pay rise and cost-of-living increase is over. Today's focus is on performance-based approaches to compensation and benefits that will effectively support the present and future requirements of the corporation. This updated edition of "The Handbook of Wage and Salary Administration" addresses this vital shift in compensation philosophy that has occurred since the last edition was published in 1984. Compensation experts provide advanced thinking on job analysis and documentation, job evaluation technologies, compensation surveys, contingency-based compensation plans, current executive compensation practices, productivity measurement, and the use of computers in compensation. "The Compensation Handbook" is a desktop reference for making informed practical decisions on new policies and procedures affecting today's compensation issues. The work spotlights the strategic and tactical aspects of compensation planning in an era of corporate raids and restructuring, and describes a broad range of contingency-based approaches to compensation, benefits, and job evaluation.
It explains how to select, install, and maintain computer-assisted job evaluation, salary administrative, and executive compensation technologies to support administrative expectations, strategic organizational goals, and human resources philosophies. It also demonstrates how to gauge an organization's "cultural readiness" for a particular compensation approach by comparing the way different organizations and employee groups respond to various reward programs.
It explains how to select, install, and maintain computer-assisted job evaluation, salary administrative, and executive compensation technologies to support administrative expectations, strategic organizational goals, and human resources philosophies. It also demonstrates how to gauge an organization's "cultural readiness" for a particular compensation approach by comparing the way different organizations and employee groups respond to various reward programs.
More details
Series
Edition
3rd edition
Language
English
Place of publication
United States
Publishing group
McGraw-Hill Education - Europe
Target group
Professional and scholarly
Illustrations
65 Illustrations
Dimensions
Height: 236 mm
Width: 158 mm
Thickness: 48 mm
Weight
998 gr
ISBN-13
978-0-07-053352-3 (9780070533523)
Copyright in bibliographic data is held by Nielsen Book Services Limited or its licensors: all rights reserved.
Schweitzer Classification
Persons
McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide
Lance A. Berger is CEO of Lance A. Berger & Associates, Ltd., a management consulting firm specializing in compensation and change management. A former general partner for the largest compensation practice worldwide at the Hay Group, he wrote and edited (with Milton Rock) The Compensation Handbook, Third Edition. He also wrote The Change Management Handbook: A Road Map to Corporate Transformation and Deengineering the Corporation: Leading Growth from Within. He has been a featured speaker at the United Nations, The Conference Board, American Management Association, and the American Compensation Association.
Lance A. Berger is CEO of Lance A. Berger & Associates, Ltd., a management consulting firm specializing in compensation and change management. A former general partner for the largest compensation practice worldwide at the Hay Group, he wrote and edited (with Milton Rock) The Compensation Handbook, Third Edition. He also wrote The Change Management Handbook: A Road Map to Corporate Transformation and Deengineering the Corporation: Leading Growth from Within. He has been a featured speaker at the United Nations, The Conference Board, American Management Association, and the American Compensation Association.
Content
Part I: Introduction.Looking Back on Forty Years of Compensation Programs.Trends and Issues for the 1990s: Creating a Viable Framework for Compensation Design.Developing a Compensation Strategy.Part II: Wage and Salary Administration: Theories, Approaches, and Practices.Theories, Approaches, and Practices of Salary Administration: An Overview.Job Analysis and Documentation.Job Evaluation Technology.Compensation Surveys.Pricing and the Development of the Salary Structure.Budgeting, Auditing, and Control Systems for Salary Administration.Cost Containment.Part III: Contingent Compensation.Sustaining Success with Alternative Rewards.Improshare: A Technique for Sharing Productivity Gains with Employees.Gain Sharing: Sharing Improved Performance.Profit Sharing: A Case Study of the Fibres Department at E.I.DuPont de Nemours Inc.The Design of Skill-Based Pay Plans.Nonmonetary Rewards.Team Incentive in the Workplace.Practical Approaches to Gain-Sharing Design.Short-Term Incentives.Increasing Sales Force Effectiveness Through the Compensation Plan.Part IV: Executive Compensation.Executive Compensation: An Overview.Designing Total Compensation Programs.Annual Incentive Compensation for Executives.Long-Term Incentives.The New Performance Measures.Executive Compensation Strategy: Pay Follows Strategy or Strategy Follows Pay? Employment Agreements.Part V: Computers and Compensations.The Use of Computers in Developing Job Documentation.Using the Computer in Job Evaluation.Organizing and Retrieving Compensation Data for Competitive Salary Programs.The Use of Computers in Compensation.Salary Budgeting and Planning: Enhancing the Process Through the Use of the Computer.Part VI: Performance and Compensation.Performance Management Systems.Performance Measurement.Productivity in the Information Age.Measuring and Assessing Top Executive Performance.Performance Management: Chasing the Right Bottom Line.Merit Pay and Performance Appraisal.Part VII: Corporate Culture and Compensation.Compensation Management: Beyond Design.Ensuring the Success of a New Compensation Program.Cultural and Psychological Implications for Compensation.Employee Involvement and Pay System Design.Strategic Compensation Communication.