By Michael Armstrong
This can be a functional guide designed to supply information at the techniques that may be followed in constructing and coping with worker gift stategies, guidelines and strategies
Read Online or Download A Handbook of Employee Reward Management and Practice PDF
Similar human resources & personnel management books
Do staff hate their managers? Many do, says this research-based ebook, which describes 30 purposes for worker attitudes starting from indifference to outright hatred of administration. one of the purposes, those staff say: they don't seem to be handled like adults, with appreciate for his or her contributions; managers do not take heed to them; senior managers are incompetent and run the corporate poorly; their pay isn't really associated with their activity functionality and sometimes it really is unfair; they lack adequate assets and coaching to do their jobs good; they do not belief details they obtain from administration; they get inadequate suggestions on their paintings functionality; they've got such heavy workloads and rigid schedules that they can not discover a strong stability of labor and private existence.
During this sequence of lectures, formerly unpublished in English, and right here translated from a French reconstruction and interpretation through famous student Thierry Weil, top organizational student James March makes use of nice works of literature to discover the issues of management. makes use of nice works of literature to discover the issues of management, for instance struggle and Peace, Othello, and Don Quixote.
This e-book is the 1st significant in-depth learn of the impression of latest administration practices on a speedily increasing set of white-collar occupations, particularly technical staff. It investigates even if HRM schemes reminiscent of worker value determinations and function similar pay have reworked technical paintings to such an quantity that it could now not be defined as a 'service contract'.
Additional info for A Handbook of Employee Reward Management and Practice
Values are concerned with such matters as care and consideration for people, the belief that employees should be treated as stakeholders, employee involvement, equity in the treatment of employees, equal opportunity, care for customers, innovation, quality, social responsibility and teamwork. These values may inﬂuence policies in such areas as performance management, paying for contribution, resolving the often competing pressures for internal equity and external competitiveness, the equity and ‘transparency’ of reward arrangements and the extent to which employees are involved in the development of reward processes and structures.
The diversity of people working in highly varied organizations and settings explains why this is the case. One of the recurring themes in this book is the importance of best ﬁt rather than best practice. Best ﬁt is what organizations have to strive for when formulating reward strategies, although, to a degree, ‘ﬁt’ can be forced upon them by the circumstances in which they operate and the type of people they employ. THE INTERNAL ENVIRONMENT Reward policy and practice will be affected by the characteristics of the organization with regard to its purpose, products and services, processes, sector (private, public, voluntary or not-for-proﬁt) and, importantly, culture, which is inﬂuenced by all the other characteristics.
The Royal Bank of Scotland states that: ‘Our approach to total reward focuses on the overall content and value of the pay and beneﬁts package and how this supports the needs of our staff and the Group as a whole. ’ Pay is just one element of the RBS reward package, and the compensation team is keen to ensure that staff understand that it is their total package that is signiﬁcant rather than individual elements within it. The concept is sold as a series of events, and a desk calendar given to each staff member identiﬁes one, or more, signiﬁcant total reward event in nine of the 12 months.