By Lance Berger, Dorothy Berger
From the again Cover
The "Bible" of compensation--in a brand new revised variation. whilst reimbursement and human assets execs desire information, they flip to The reimbursement instruction manual. for nearly 30 years, The reimbursement instruction manual has been famous because the such a lot authoritative reference within the box, offering easy, direct solutions to each very important challenge in reimbursement. within the present, hugely aggressive marketplace for staff, no booklet might be extra well timed than this Fourth version of The repayment instruction manual. Edited through specialists Lance and Dorothy Berger, it positive aspects seventy five% thoroughly new fabric exhibiting you ways to draw, maintain, and inspire the main staff and managers your small business wishes. The repayment guide presents: coherent concepts and well-orchestrated making plans instructions for all features of repayment; info and assistance from greater than 50 best leaders within the box; up to date support with base repayment, variable reimbursement, government repayment, functionality and repayment, reimbursement and company tradition, and foreign repayment; worksheets, checklists, review kinds, and different beneficial tools; even more. the main informative and authoritative reference on compensation--period--The instruction manual of reimbursement belongs inside arm's achieve of any specialist who works within the box. --This textual content refers to an out of print or unavailable variation of this title.
About the Author
Lance A. Berger is a administration advisor focusing on expertise administration, swap administration and reimbursement. A former common accomplice for the biggest reimbursement perform world wide on the Hay team, he co-wrote and co-edited "The repayment Handbook". "The switch administration Handbook", and "Deengineering The Corporation". He has been a featured speaker on the United international locations, The convention Board, American administration organization, and the yankee reimbursement Association.
Dorothy R. Berger is a expert in expertise administration. She co-edited "The reimbursement Handbook", Fourth variation, "The switch administration guide" and "Deengineering The Corporation". She is the editor for in-house newsletters and publications.
Lance A. Berger and Dorothy Berger co-wrote and edited(with Milton Rock) "The repayment Handbook". Lance Bergeris a administration advisor focusing on expertise administration, swap administration, and repayment. Dorothy Berger is a author and editor.
Read or Download The Compensation Handbook. A State-of-the-Art Guide to Compensation Strategy and Design PDF
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Additional info for The Compensation Handbook. A State-of-the-Art Guide to Compensation Strategy and Design
All the elements of Total Rewards play a role. The question is where to place the greatest emphasis. Long-term, permanent performance drivers, for example, should be engaged by career opportunity, offered through access to quality training and development, leading edge projects, international assignments, etc. Contrast that with long-term, permanent legacy drivers. Unfortunately, these employees operate in an area of business that is no longer a growth engine or source of competitive advantage.
By 2012, China’s workforce, which has grown for centuries, will start to reverse. 3 reveals, today only 22 percent of the Chinese population is aged 50 or more. By 2030, that number will jump to 37 percent and by 2050 to 45 percent. Even more worrisome, in the short term, is the steep decline in worldwide working-age population—a truly bleak picture among developed countries. Combined, the Western economies, including Japan, will see working-age population reductions of more than half. In the developing world, only a few countries— Brazil, India, some Northern African nations (sub-Saharan African populations are held in check by the AIDS epidemic), and some small countries in the Middle East—will register working age population gains through 2025.
Are decisions made in a highly centralized, well-controlled manner, in a highly decentralized, entrepreneurial manner, or in a cross-functional, collaborative manner? )? Why? This information is important to forming a reward strategy because it defines how much flexibility various reward programs will foster as well as the process for making decisions related to goal setting, performance assessments, staffing levels, and hiring agreements. Determine Employee Groups with Unique Reward Requirements The third stage is then to define the groups of employees where reward policies or programs should be distinct or specifically tailored to unique requirements.