Handbook of compensation management:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Englewood Cliffs, NJ
Prentice Hall
1993
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXV, 373 S. |
| ISBN: | 0131596586 |
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| 100 | 1 | |a De Luca, Matthew J. |e Verfasser |4 aut | |
| 245 | 1 | 0 | |a Handbook of compensation management |c Matthew J. DeLuca |
| 264 | 1 | |a Englewood Cliffs, NJ |b Prentice Hall |c 1993 | |
| 300 | |a XXV, 373 S. | ||
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Datensatz im Suchindex
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|---|---|
| adam_text | CONTENTS
What This Book Will Do for You ix
Foreword Xxi
*¥ Chapter 1 ESTABLISHING A WAGE AND SALARY PROGRAM 1
Building a Wage and Salary Program 3
Auditing and Reviewing the Current Wage and Salary
Program 6
Building an Information Base 7
Job Description Compilation 8
Current Issues and Concerns 8
Planning for the Future 9
Defining the Job Description Process 9
Determining the Organization s Pay Policy 10
Developing Wage and Salary Administration Program
Policies and Procedures 11
Developing a Draft Document 11
Creating a Compensation Committee 13
Providing an Inventory of Job Descriptions to Use in the
Job Evaluation Process 13
Evaluating Jobs Based on Job Descriptions for Pay
Purposes 14
Determining the Appropriate Method of Job Evaluation 15
Qualitative Methods of Job Evaluation 15
Quantitative Methods of Job Evaluation 19
Building the Pay Structure 20
Designing Pay Ranges 20
Developing Grades (Classes) 21
Determining Internal and External Equity 22
Creating a Wage and Salary Budget 22
Implementing an Ongoing System of Standardized
Procedures to Keep Program Current 23
Providing a Manual for the Program to Ensure
Organization Wide Understanding and Compliance 23
Promoting Organization Wide Communication and
Support to Ensure Program Effectiveness 24
Discuss the Organization s Goals with Senior
Management on an Ongoing Basis 24
Develop Relationships with Employees by Koeping
Them Informed 24
Train All Employees to Understand Pay Practices 25
Develop Relationships Outside the Organization to
Promote Staff Growth 27
. CONTENTS
xiv
Auditing and Reviewing the Program on a Regulär Basis
to Ensure Effectiveness 27
Summary 29
Chapter 2 HOW TO ANALYZE JOBS TO DETERMINE PAY
RATES 31
Collecting, Documenting, and Analyzing Data for Job
Analysis 32
Five Essential Skills of the Job Analyst 36
How to Use Job Analysis for Functions Other Than Wage
and Salary Administration 37
Using Job Analysis in Personnel/Human Resource
Planning 38
Using Job Analysis for Recruitment and Staffing 38
Using Job Analysis for Performance Management 38
Using Job Analysis for Employee Training and
Development 40
Complying with the Law to Ensure Fair
Employment Practices 40
Planning the Job Analysis Program 41
How to Use the Functional Job Analysis (FJA) Method 43
A Task Orientation 44
The Scales Themselves—A Brief Explanation 44
How to Use the Position Analysis Questionnaire 46
Collecting Data for the Job Analysis Program 47
How to Select Job Content Experts 47
Using Questionnaires, Interviews, and Observation in
Job Analysis 48
Analyzing the Data 52
Ranking the Activities by Frequency and Criticality 52
Grouping Activities into Major Tasks 54
Listing the Requirements of the Job 54
Defining the Job Context from Data Collected 54
Reviewing the Completed Job Analysis 54
Summary 54
Chapter 3 CREATING JOB DESCRIPTIONS TO FACILITATE
WAGE AND SALARY EVALUATIONS 57
Determining When to Prepare a Job Description 58
Determining Who Should Prepare the Job Description 60
How to Fill Out the Job Description Form 61
Job Summary 61
Job Responsibilities 63
Steps in the Job Description Process 64
Determine the Method of Collecting Data 64
Identify the Appropriate Incumbent 66
CONTENTS xv
Obtain Data for Job Descriptions Through Interviews 68
How to Use the Questionnaires to Enhance the
Interview Process 69
Ask Incumbent to Review the Document for Accuracy 74
Rewrite the Document Based on the Incumbent s
Comments 74
Obtain Necessary Approval for the Document 75
Provide a Database Library 75
Summary 75
^Chapter 4 DESIGNING A STAFF BUDGET PROGRAM 81
Defining Basic Terms 83
Implementing a Wage and Salary Budget 85
Distributing Budget Worksheets and Instructions 85
The Annual Staff Plan 85
Departmental Listing, by Employee (Schedule A) 87
Annual Staff Plan Summary (Schedule B) 91
Salary and Staff Recap (Schedule C) 96
Other Forms 98
Conducting Training Sessions 98
Following Up with Assistance and Advice to Staff 99
Completing the Budget 99
Other Budget Issues 101
Impact of Anniversary Date Increases on Salary
Expenses 101
Impact of Staff Changes on Salary Expenses 102
Chapter 5 AUDITING AND REVIEWING THE WAGE AND
SALARY PROGRAM FOR OVERALL
EFFECTIVENESS
Performing the Wage and Salary Audit 106
Determining If Budget Guidelines Are Being Met 106
Comparing Budgeted and Actual Individual Salary
Increases 106
Comparing Budgeted and Actual Aggregate Expenses 107
Recognizing Legal Discrimination 109
Recognizing Illegal Discrimination 110
Monitoring External Markets to Ensure Fair Pay
Practices 110
Reviewing the Organization s Current Wage and Salary
Program 111
Using the Human Resource Information System
(HRIS) for Wage and Salary Administration
Audits 111
Summary 116
„i CONTENTS
y Chapter6 USING THE PERFORMANCE APPRAISAL
PROCESS TO DETERMINE WAGE AND
SALARY CHANGES 117
Developing a Performance Appraisal System 117
Using Performance Appraisal for Various Purposes 120
Planning a Performance Appraisal System 122
Avoiding Potential Problems with Performance Appraisals 125
Inherent Conflicts 125
Avoiding Organizational Problems with
Performance Appraisals 127
Designing Forms for the Performance Appraisal System 128
Designing the Form Using Performer Oriented
Approach 129
Using Behavioral Approaches for Performance
Appraisal 129
Using Results Oriented Approaches for Performance
Appraisal 130
Selecting the Right Form 131
Rating Errors in the System 131
Designing a Rater Training Program 133
Avoiding Legal Problems in the Performance Appraisal
Process 136
Summary 137
Chapter7 MAKING INCENTIVES PART OF THE WAGE AND
SALARY PROGRAM 139
Identifying the Key Components of a Successful
Incentive Program 141
Implementing Specific Types of Incentive Programs 142
Offering Long Term Incentives to Motivate Employees 142
Offering Short Term Incentives to Motivate
Employees 142
Awarding Discretionary Incentives Based on
Suggestion Systems 145
Choosing Different Types of Incentive Payments 146
Awarding Cash Payments as an Incentive 147
Awarding Stock/Options as an Incentive 148
Awarding Prizes as an Incentive 148
A Word About Intrinsic Rewards 148
Negative Incentives 149
Using a Two Tier Pay Program 149
How Severance Pay Can Be Used as an Incentive 150
How to Build an Incentive Plan 150
Ten Steps to Implementing an Incentive Program 151
How to Effectively Communicate Your Program 155
Benefits and Perquisites as Incentives 156
I
CONTENTS mii
Developing an Incentives Program: Case Study 157
Summary 162
Chapter 8 STAFFING AND MANAGING THE WAGE AND
SALARY ADMINISTRATION UNIT 165
Determining the Role and Size of Compensation Within
the Human Resources Function 165
Determining Staff Size Within Larger Organizations
(2,500 or More Employees) 167
Determining Staff Size Within Smaller Organizations
(Fewer Than 2,500 Employees) 170
Outsourcing for Assistance and Support 172
How to Staff the Wage and Salary Administration Unit 173
How to Manage the Wage and Salary Administration Unit 174
How to Centralize the Wage and Salary
Administration Function 175
How to Decentralize the Wage and Salary
Administration Function 176
Managing the Wage and Salary Function in the
Smaller Organization 177
Summary 177
Chapter 9 HOW TO DEVELOP WAGE AND SALARY SURVEYS
TO DETERMINE PAY POLICIES 179
Developing the Wage/Salary Survey 180
Preparing for the Survey 180
Conducting the Survey 189
Compiling, Analyzing, and Distributing the Results 189
Using Consultants to Conduct Salary Surveys 194
Drafting the Consultant s Contract 194
How to Use Other Survey Methods 195
Conducting Telephone Surveys 195
Using Industry Specific Compensation Surveys 196
Using Government Surveys 196
Obtaining Information from Vendors 196
Exploring Alternative Sources of Information 200
Participation of Wage and Salary Professionals in Surveys 200
Participating in Vendor Supported Surveys 200
Participating in Organizational Surveys 202
Summary 205
Chapter 10 HOW PAYROLL AND THE WAGE AND SALARY
ADMINISTRATION FUNCTION WORK
TOGETHER TO IMPLEMENT PAY DECISIONS 207
Working with Payroll to Make Sure New Employees Are
Paid on Time and Correctly 207
„Hi CONTENTS
Providing the Information Needed for an Employee to
Be Paid 208
Determining an Employee s Starting Date 209
Establishing Salary Records 210
Verifying Payroll Records for Accuracy 210
Working with Payroll to Process Salary Actions 214
Implementing Pay Increases 214
Processing Transfers 218
Processing Promotions 219
Working with Payroll on Critical Aspects of the Routine
Pay Period 219
Review Pay Frequency on a Regulär Basis 220
Determine the Most Practical Payday 222
Determine the Number of Hours in a Workweek 222
Determine Deductions 223
Auditing Payroll to Ensure Proper Implementation of
Wage and Salary Actions 224
Legal Issues 225
Fair Labor Standards Act 226
Equal Pay Act 226
Summary 226
Chapter 11 COMPLYING WITH THE LAW ON PAY RELATED
ISSUES 231
The Civil Rights Act of 1991 231
The Americans with Disabilities Act 234
Defining the Term Disabled 235
Major ADA Terms to Keep in Mind 236
Fair Labor Standards Act of 1938 239
The Equal Pay Act of 1963 242
Title VII of the Civil Rights Act of 1964, as Amended 242
Employers Covered Under Title VII 243
Pregnancy Discrimination Act of 1978 244
The Age Discrimination in Employment Act of 1967 244
The Tax Reform Act of 1986 245
Executive Order 11246 246
State and Local Laws and Regulations 246
Summary 246
Chapter 12 AUTOMATING THE WAGE AND SALARY
ADMINISTRATION FUNCTION TO INCREASE
EFFICIENCY 249
The Role of the Computer in Wage and Salary
Administration 249
Analyzing Your Program to Determine the Need for an
Automated System 251
CONTENTS ril
Eight Steps to Implementing Change 253
Performing a Gap Analysis 253
Creating an Environment Conducive to Change 254
Establishing the Change Relationship 256
Diagnosing the Problems of the Current System 256
Examining Alternatives and Goals 257
Implementing Action 257
Generalizing and Stabilizing Change 257
Terminating the Change Relationship and Evaluating
the Project 257
Analyzing the Impact of Change on Other Units in the
Organization 258
How to Manage a Project from Idea to Implementation 259
Designing Systems Internally 264
Drafting the Contract for the Automation Project 264
Designing Systems Externally 265
Requesting Proposais from Outside Vendors 265
Processing and Synthesizing the Information
Received to Determine the Feasibility of the
Project 266
Selecting the Appropriate Vendor 267
Selecting the Appropriate System 267
Automation Details 271
Defining Computer Elements 271
Considering Departmental, Organizational, and
Personnel/Human Resource Staff Makeup 273
Hardware Alternatives 275
Software Considerations 277
Storage Capacity 281
Security Considerations 281
The Outsourcing Alternative 281
Summary 282
i Chapter 13 FUTURE OF THE WAGE AND SALARY
ADMINISTRATION FUNCTION 283
Total Compensation Approach 283
Direct Pay for Performance 284
Variable Pay 286
Incentives 286
Performance Management 287
Consideration for the Smaller Organization 288
The Consultant/Internal Customer Service Approach 288
Legal Ramifications 288
Summary 289
a CONTENTS
Appendix A WAGE AND SALARY ADMINISTRATION
PROGRAM REVIEW 291
Appendix B WAGE AND SALARY ADMINISTRATION POLICY
AND PROCEDURES—DRAFT DOCUMENT 301
Appendix C POSITION ANALYSIS QUESTIONNAIRE 313
Appendix D AUDIT AND REVIEW WORKSHEET 321
Appendix E SAMPLE PERFORMANCE APPRAISAL USING
GRAPHIC RATING SCALE 325
Appendix F SAMPLE PERFORMANCE APPRAISAL USING
GRAPHIC RATING SCALE 329
Appendix G RESULTS/OUTCOME BASED PERFORMANCE
APPRAISAL 335
Appendix H WAGE AND SALARY SURVEY 341
Glossary 349
Bibliography—Suggested Readings 359
Index 365
|
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| title | Handbook of compensation management |
| title_auth | Handbook of compensation management |
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| title_full | Handbook of compensation management Matthew J. DeLuca |
| title_fullStr | Handbook of compensation management Matthew J. DeLuca |
| title_full_unstemmed | Handbook of compensation management Matthew J. DeLuca |
| title_short | Handbook of compensation management |
| title_sort | handbook of compensation management |
| topic | Compensation management Vergütung (DE-588)4062855-3 gnd Planung (DE-588)4046235-3 gnd |
| topic_facet | Compensation management Vergütung Planung USA |
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