Compensation ISE - Barry Gerhart

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Résumé :
PART I: Introducing the Pay Model and Pay Strategy
Chapter 1: The Pay Model
Chapter 2: Strategy: The Totality of Decisions

PART II: Internal Alignment: Determining the Structure
Chapter 3: Defining Internal Alignment
Chapter 4: Job Analysis
Chapter 5: Job-Based Structures and Job Evaluation
Chapter 6: Person-Based Structures

PART III: External Competitiveness: Determining the Pay Level
Chapter 7: Defining Competitiveness
Chapter 8: Designing Pay Levels, Mix, and Pay

PART IV: Employee Contributions: Determining Individual Pay
Chapter 9: Pay-for-Performance: Theory and Evidence
Chapter 10: Pay-for-Performance: Types of Plans
Chapter 11: Performance Appraisals

PART V: Employee Benefits
Chapter 12: The Benefit Determination Process
Chapter 13: Benefit Options

PART VI: Extending the System
Chapter 14: Compensation of Special Groups: Executives and Others
Chapter 15: Union Role in Wage and Salary Administration
Chapter 16: International Pay Systems

PART VII: Managing the System
Chapter 17: Government and Legal Issues in Compensation
Chapter 18: Management: Making It Work
...

Biographie:
Barry Gerhart received his B.S. in psychology from Bowling Green State University and his Ph.D. in industrial relations from the University of Wisconsin-Madison. He is professor of management and human resources and Bruce R. Ellig Distinguished Chair in Pay and Organizational Effectiveness, Wisconsin School of Business, University of Wisconsin-Madison. Dr. Gerhart serves on the editorial boards of and has published in the Academy of Management Journal, Industrial and Labor Relations Review, International Journal of Human Resource Management, Journal of Applied Psychology, Management and Organization Review, and Personnel Psychology. He is a recipient of the Heneman Career Achievement Award, the Scholarly Achievement Award, and the International Human Resource Management Scholarly Research Award from the Academy of Management. He is a Fellow of the Academy of Management, the American Psychological Association, and the Society for Industrial and Organizational Psychology....

Sommaire:
PART I: Introducing the Pay Model and Pay Strategy
Chapter 1: The Pay Model
Chapter 2: Strategy: The Totality of Decisions

PART II: Internal Alignment: Determining the Structure
Chapter 3: Defining Internal Alignment
Chapter 4: Job Analysis
Chapter 5: Job-Based Structures and Job Evaluation
Chapter 6: Person-Based Structures

PART III: External Competitiveness: Determining the Pay Level
Chapter 7: Defining Competitiveness
Chapter 8: Designing Pay Levels, Mix, and Pay

PART IV: Employee Contributions: Determining Individual Pay
Chapter 9: Pay-for-Performance: Theory and Evidence
Chapter 10: Pay-for-Performance: Types of Plans
Chapter 11: Performance Appraisals

PART V: Employee Benefits
Chapter 12: The Benefit Determination Process
Chapter 13: Benefit Options

PART VI: Extending the System
Chapter 14: Compensation of Special Groups: Executives and Others
Chapter 15: Union Role in Wage and Salary Administration
Chapter 16: International Pay Systems

PART VII: Managing the System
Chapter 17: Government and Legal Issues in Compensation
Chapter 18: Management: Making It Work
...