By Lance Berger, Dorothy Berger

From the again Cover
The "Bible" of compensation--in a brand new revised version. whilst reimbursement and human assets pros desire information, they flip to The reimbursement instruction manual. for nearly 30 years, The repayment guide has been well-known because the so much authoritative reference within the box, supplying easy, direct solutions to each very important challenge in reimbursement. within the present, hugely aggressive marketplace for staff, no e-book might be extra well timed than this Fourth version of The repayment instruction manual. Edited by way of specialists Lance and Dorothy Berger, it good points seventy five% thoroughly new fabric exhibiting you ways to draw, preserve, and encourage the major staff and bosses your online business wishes. The repayment instruction manual presents: coherent suggestions and well-orchestrated making plans guidance for all facets of reimbursement; facts and tips from greater than 50 most sensible leaders within the box; updated support with base repayment, variable repayment, government reimbursement, functionality and reimbursement, repayment and company tradition, and foreign reimbursement; worksheets, checklists, assessment varieties, and different precious tools; even more. the main informative and authoritative reference on compensation--period--The guide of repayment belongs inside of arm's succeed in 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, switch administration and repayment. A former normal companion for the most important reimbursement perform around the world on the Hay staff, he co-wrote and co-edited "The repayment Handbook". "The swap administration Handbook", and "Deengineering The Corporation". He has been a featured speaker on the United countries, The convention Board, American administration organization, and the yankee repayment Association.

Dorothy R. Berger is a expert in expertise administration. She co-edited "The repayment Handbook", Fourth variation, "The switch administration instruction manual" 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 reimbursement Handbook". Lance Bergeris a administration advisor focusing on expertise administration, switch administration, and reimbursement. Dorothy Berger is a author and editor.

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Extra resources for The Compensation Handbook. A State-of-the-Art Guide to Compensation Strategy and Design

Example text

The pay structure will enable us to be competitive with the median of our key market, both globally and locally, where the grade level reflects one’s job scope and responsibilities and the pay range reflects the external market for talent. Pay increases are based on both the growth of responsibilities and competencies and the demonstration of these practices in what and how results are achieved. TOTAL REWARDS STRATEGY 29 ■ Variable Pay Programs: We will utilize a weighted blend of individual, team and key business unit goals to provide clear performance expectations, encourage achievement and reward results.

In a competitive and cost-conscious environment, employers know they must utilize and communicate the value of the full rewards package provided. 3) lead to over-rewarding or under-rewarding specific workforce segments—or, worse, inappropriately rewarding all segments. Strategic Total Rewards means THAT organizations must make tactical decisions in customizing programs for unique workforce segments. A good example is the case of the global energy company which identified multiple business models: in one, profit is generated through a premium, long-term position in global exploration; and in another, profit is generated through low-margin, intensely competitive, local retail market share transactions.

This means investing in labor-saving technologies, more impactful and targeted training, and better management to engage the workforce. As has always been the case, any successful measure to increase workforce productivity will lead to immediate (if not sustained) competitive advantage. Outsourcing and off-shoring will almost certainly accelerate and those organizations that embrace it early and gain experience and deep relationships in developing countries will have the advantage. As will be discussed in more detail below, workforce and succession planning will also take on a new urgency and importance.

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