| Description |
1 online resource (481 pages) |
| Contents |
Cover; Acknowledgements; Foreword; Table of Contents; Toolkits; About the author; List of contributors; CHAPTER 1 Remuneration Policy and Strategy; 1.1 Introduction; 1.2 Context; 1.3 Flexible reward practices; 1.4 Multi-dimensional construct of reward; Figure 1.1: WorldatWork's Total Rewards Model; Table 1.1: Armstrong and Brown's Total Rewards Model; 1.5 Remuneration strategy; Figure 1.2: The strategic process; Figure 1.3: The industry growth rate; Table 1.2: The industry growth rate and remuneration strategy; Figure 1.4: The pay continuum; Table 1.3: Remuneration planning chart (Step 2) |
|
Figure 1.5: Key national trends1.6 Remuneration policy; 1.7 Role of the remuneration committee; 1.8 Conclusion; Figure 1.6: Linking total remuneration and business strategy; CHAPTER 2 Job Roles and Competence; 2.1 Overview; 2.2 Terminology; 2.3 Uses for job descriptions; 2.4 Factors influencing jobs; 2.5 Planning and preparation for job description writing; 2.6 Understanding a typical job description form; 2.7 The job description interview; Table 2.2: Guidelines for conducting interviews; Table 2.3: Remedies for interview problems; 2.8 Writing up the job description |
|
2.9 Checking and obtaining commitment to a job descriptionCHAPTER 3 Job Evaluation; 3.1 Introduction; 3.2 The need for job evaluation; 3.3 When should job evaluation be used?; 3.4 Terminology; 3.5 Why job evaluation?; 3.6 Benefits of job evaluation; 3.7 Understanding the organisation structure; 3.8 Information for recruitment; 3.9 Further benefits; 3.10 Job evaluation process; Figure 3.1 -- Salary structure showing stage 1 and stage 2; 3.11 Job descriptions and job grading (stage 1); Table 3.3: Job descriptions and job grading: Stage 1; Table 3.4: Salary structure process: Stage 2 |
|
Table 3.5: Comparison of two stages3.12 Why job evaluation systems fail; 3.13 Choice of a job evaluation system; 3.14 Categorisation of job evaluation systems; Table 3.6: Summary of approaches to categorisation of job evaluation systems; 3.15 Points to remember when evaluating jobs; 3.16 Job evaluation: frequently asked questions and sample answers; CHAPTER 4 Broad-banding; 4.1 Broad-banding; Figure 4.1: Traditional versus broad-band structure; 4.2 Reasons for implementing broad-banding; Table 4.1: Goals of broad-banding; 4.3 Implementation of the broad-banding strategy |
|
Table 4.2: Process of implementing broad-banding4.4 Paradigm shifts: new versus traditional business models; Table 4.3: Steps for implementation; 4.5 The customer-driven approach; 4.6 Broad-banding fundamentals; Figure 4.2: Effect of teamwork and job flexibility on broad-banding; 4.7 The mechanics of broad-banding; Figure 4.3: Broad-band implications of new work design structure; Table 4.5: Comparison of traditional versus broad-band structures; 4.8 Job family design; Figure 4.4: Engineering dual career path; 4.9 Pay administration; Figure 4.5: Single rate progression curve |
| Notes |
4.10 Benefits of broad-banding |
|
Print version record |
| Subject |
Wages -- Africa -- Handbooks, manuals, etc
|
|
Compensation management -- Africa -- Handbooks, manuals, etc
|
|
Compensation management
|
|
Wages
|
|
Africa
|
| Genre/Form |
Handbooks and manuals
|
| Form |
Electronic book
|
| ISBN |
9781869222000 |
|
1869222008 |
|
