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Compensation Management in a Knowledge-Based World

ISBN: 9780130866820 | 0130866822
Edition: 8th
Format: Hardcover
Publisher: Prentice Hall
Pub. Date: 12/1/1999

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SummaryTable of ContentsAuthor Biography
This text offers a practical exploration of the systems, methods, and procedures involved in establishing and administering a compensation system within any organization.
... MORE
Prefacexi
PART I: MACROECONOMIC COMPENSATION CONCEPTS
Compensation in a Knowledge-Based Global Economy
3(13)
Capitalism and Knowledge in a Global Economy
4(1)
Compensation and Organizational Strategy
5(1)
Integrating Knowledge and Skill Requirements, Organization Compensation, and Employee Income
6(1)
Lifestyle and Compensation
6(1)
Pay and Social Class
7(8)
Summary
15(1)
Review Questions
15(1)
The Reward System: Compensation and Noncompensation Dimensions
16(12)
The Reward System
17(1)
Compensation System
17(2)
Compensation Dimensions
19(4)
Noncompensation System
23(4)
Summary
27(1)
Review Questions
27(1)
The World of Pay and Compensation
28(29)
The Compensation Program
28(2)
Determining Rates of Pay
30(7)
Jobs and Pay in the United States
37(6)
A World in Transition
43(1)
Summary
43(1)
Review Questions
44(13)
Appendix 3A: Economic Theories
44(13)
Organizational Structure: Strategic and Tactical Compensation Issues
57(35)
Development of an Organization
58(3)
Employees---A Critical Resource
61(1)
Division of Labor
62(1)
Creating an Organizational Hierarchy
63(3)
Board of Directors
66(2)
Senior Management
68(4)
Operating Managers
72(1)
Sales Personnel
73(3)
Professionals
76(2)
Operative Employees
78(8)
Pay Relationships:A Fairness Issue
86(5)
Summary
91(1)
Review Questions
91(1)
Legislation and Compensation
92(37)
The Legislative Process
94(1)
Wage and Hour Legislation
95(6)
Employee Pension and Welfare (Benefits) Legislation
101(8)
Tax Treatment Legislation
109(5)
Antidiscrimination in Employment Legislation
114(9)
Wage and Price Control Legislation
123(1)
Legislation Affecting Public Employees
124(1)
Summary
125(1)
Review Questions
126(3)
PART II: MICROECONOMIC COMPENSATION CONCEPTS
Job Analysis
129(39)
Preliminary Considerations
131(1)
Planning a Job Analysis Program
131(8)
Gaining Employee Acceptance and Cooperation
139(1)
Collecting and Describing Job Data
140(15)
Reviewing and Revising Job Facts
155(1)
Designing a Custom-Made Job Analysis Questionnaire
155(3)
Guidelines for Conducting a Job Analysis Interview
158(1)
Other Job Analysis Methodologies
159(1)
Summary
160(1)
Review Questions
160(8)
Appendix 6A: Other Job Analysis Methodologies
161(7)
Job Description
168(37)
Broad, Generic Job (Class) Descriptions versus Narrow, Specific Job (Position) Descriptions
170(1)
A Job Contract
170(1)
Planning, Operations, and Control
171(3)
Elements of the Job Description
174(16)
Other Kinds of Information Used in Describing Jobs
190(3)
Other Ways of Describing Job Facts
193(3)
Revising Job Descriptions
196(2)
Using the Computer
198(5)
Summary
203(1)
Review Questions
204(1)
Job Evaluation
205(51)
Job Requirements and Pay
206(1)
Job Evaluation Issues
207(1)
The Intraoccupational and Interoccupational Method of Job Classification
208(2)
Whole Job Ranking
210(1)
Position (Job) Classification-Predetermined Grading Approach
211(3)
A Market Pricing Approach
214(2)
The Maturity Curve Method
216(1)
The Development and Use of Compensable Factors
217(13)
Weighting and Rating of Compensable Factors
230(6)
Job Evaluation and Comparable Worth
236(4)
Summary
240(1)
Review Questions
241(15)
Appendix 8A:Paired-Comparison Procedures
241(3)
Appendix 8B:Other Job Evaluation Methods
244(7)
Appendix 8C:Using Multiple Regression Analysis in Questionnaire-Based Job Evaluation
251(5)
Job Evaluation:Two Point-Factor Methods
256(48)
Combining Point-Factor and Factor-Comparison Methods
257(1)
Job Evaluation Committee
258(5)
Using FES to Determine Job Worth
263(21)
Using the Hay Plan to Determine Job Worth
284(15)
Comparing FES and Hay
299(3)
Summary
302(1)
Review Questions
302(2)
Surveying Market Pay and Compensation Practices
304(40)
Critical Pay Survey Problems
305(3)
Determining the Need for a Survey
308(4)
Preparing for the Survey
312(5)
Identifying Survey Methods
317(10)
Designing the Survey
327(6)
Performing a Statistical Analysis of the Data
333(4)
Using Third-Party Surveys
337(1)
Sources of Third-Party Data
338(4)
Summary
342(1)
Review Questions
343(1)
Designing a Base Pay Structure
344(38)
Pay Structure Architecture
345(25)
Interlocking Multiple Pay Structures
370(1)
The Expanding or Fan-Type Pay Structure: An Optional Approach
371(4)
Architectural Design Hints
375(1)
Pay Sectors and Levels of Education, Experience, and Training
376(1)
Spreadsheet Software
377(1)
Summary
377(1)
Review Questions
378(4)
Appendix 11A:The Least-Squares Method for Determining Line of Best Fit (Trend Line)
379(3)
Team-Based Pay in a Knowledge-Based World
382(25)
Kinds of Teams
383(5)
Use of Skill, Knowledge, and Competency-Based Pay
388(16)
Summary
404(1)
Review Questions
404(1)
References
404(3)
PART III: MICRO-AND MACROECONOMIC COMPENSATION CONCEPTS
Measuring and Paying for Performance
407(39)
Pay for Performance in a Knowledge-Oriented, Service-Sector Economy
408(1)
Application of Motivation Theories
409(9)
Merit Pay
418(2)
Performance Appraisal:Issues and Opportunities
420(7)
Performance Appraisal:A Cost-Effectiveness Analysis
427(2)
Designing a Job Content-Based Performance Appraisal Program
429(6)
Other Critical Performance Appraisal-Related Issues
435(5)
Summary
440(1)
Review Questions
441(5)
Appendix 13A:Ranking and Rating Instruments and Formats
441(2)
Appendix 13b:Validity and Reliability
443(3)
Short-Term Incentives
446(37)
Premiums and Differentials
447(4)
Pay for Units Produced
451(1)
Individual-Based Bonuses and Awards
452(6)
Aggregating Employees for Incentive Opportunities
458(4)
Organizationwide Short-Term Incentives
462(11)
Summary
473(1)
Review Questions
473(10)
Appendix 14A: Setting Standards and Designing Incentives for an Industrial Economy
474(5)
Appendix 14B: Two Other Kinds of Gainsharing Plans
479(4)
Long-Term Incentives and Wealth Building
483(20)
Wealth and Work in the United States
484(1)
Tax Legislation
485(1)
Designing a Long-Term Incentive and Deferred Compensation Plan
486(3)
Qualified Deferred Compensation Arrangements
489(13)
Summary
502(1)
Review Questions
502(1)
Executive and International Compensation
503(38)
Executive Compensation
504(7)
Capital Accumulation
511(3)
Maximizing Executive Compensation Opportunities
514(5)
International Compensation
519(4)
Summary
523(1)
Review Questions
524(17)
Appendix 16A: Tax Legislation-Related Terms
524(6)
Appendix 16B: Stock and Stock Equivalent Acquisition Plans
530(8)
Appendix 16C: Special Corporate Insurance Programs
538(3)
Benefits and Services
541(56)
Benefits Administration
546(2)
Employee Benefits
548(24)
Employee Services
572(11)
Funding Benefits Through a VEBA
583(1)
Costing Benefits
584(1)
Flexible Compensation/Benefits Plan (Cafeteria Plans)
585(10)
Summary
595(1)
Review Questions
596(1)
Pay Delivery Administration
597(42)
Tying It All Together
598(2)
The Budget Process
600(2)
Administration of Pay
602(22)
Quality of Work Life and Pay Administration
624(2)
Other Compensation Administration Issues
626(7)
Due Process
633(4)
Summary
637(1)
Review Questions
638(1)
Action Words639(10)
Glossary of Items649(28)
Compensation Administration
649(20)
Employee Welfare and Pension Benefits
669(5)
Legislative-Related Terms
674(3)
Name Index677(2)
Subject Index679
Richard I. Henderson is Professor Emeritus, Georgia State University.

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