Summary of Strategic Settlement Management:
Concept of compensation-Exploring and identifying the settlement context–System of compensating–compensation dimensions-concept of reward–Role of compensation in Organization- nonfinancial compensation system–Concept of total reward system-New trends in compensation management–The 3-P reimbursement concept. Payment and Staff Behaviour:
Bases For Traditional Pay System and Modern Shell out System–Establishing Spend Plans–Aligning Reimbursement Strategy with HR Approach and Organization Strategy-Seniority and Longevity pay- Linking Worth Pay with Competitive Strategy-Incentive Pay-Person concentrate to Pay–Team Based Pay. Designing Settlement System:
Building inside consistent Reimbursement System-Creating Inside Equity through Job Research and Job Valuation-Building Market Competitive Payment System-Compensation Surveys– Integrating Internal Job Composition with External Market Spend Rates-Building Pay Structures that Recognize Person Contributions-Constructing a Pay Structure-Designing Pay for Knowledge Program. Worker Benefits Supervision:
Components-Legally required Benefits–Benefits Administration–Employee Rewards and Staff Services–Funding Benefits through VEBA–Costing the Benefits–Components of Discretionary Core Edge Compensation-Designing and Planning Gain Program–Totally Integrated Employee Gain Program. Contemporary Strategic Payment Challenges:
International Payment and Competitive Strategies-Executive Reimbursement Packages– Paying Executives-Compensating the Flexible Workforce-Contingent Employees and Flexible Work Schedules–Compensation for Expatriates and Repatriates–Strategic Issues and Choices in Using Conditional and Flexible Staff. Introduction:
Definition, concerns and scope of PM HOURS. Performance Appraisals. Determinants of job overall performance. Mapping, method, sequence and cycle of PM. Overall performance planning and Role quality. KPAs-...