By Lance Berger, Dorothy Berger
From the again Cover
The "Bible" of compensation--in a brand new revised variation. whilst repayment and human assets pros desire assistance, they flip to The repayment instruction manual. for nearly 30 years, The repayment guide has been famous because the so much authoritative reference within the box, supplying basic, direct solutions to each vital challenge in reimbursement. within the present, hugely aggressive marketplace for staff, no e-book may be extra well timed than this Fourth version of The reimbursement instruction manual. Edited by means of specialists Lance and Dorothy Berger, it beneficial properties seventy five% thoroughly new fabric displaying you ways to draw, preserve, and inspire the major staff and bosses what you are promoting wishes. The repayment instruction manual presents: coherent concepts and well-orchestrated making plans guidance for all features of reimbursement; info and tips from greater than 50 most sensible leaders within the box; up to date aid with base reimbursement, variable repayment, government repayment, functionality and repayment, reimbursement and company tradition, and overseas repayment; worksheets, checklists, review kinds, and different invaluable 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 expert who works within the box. --This textual content refers to an out of print or unavailable version of this title.
About the Author
Lance A. Berger is a administration advisor focusing on expertise administration, swap administration and reimbursement. A former common accomplice for the most important repayment perform around the globe on the Hay crew, he co-wrote and co-edited "The repayment Handbook". "The switch administration Handbook", and "Deengineering The Corporation". He has been a featured speaker on the United international locations, The convention Board, American administration organization, and the yank reimbursement Association.
Dorothy R. Berger is a specialist in expertise administration. She co-edited "The reimbursement Handbook", Fourth variation, "The swap 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, swap 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
Trend 1: Demographics Every day in the United States, 10,000 baby boomers turn 55. S. workforce for every inexperienced young one that joins. This is significant in more ways than one. Since the 34 THE COMPENSATION HANDBOOK turn of the twentieth century, each new generation of workers has brought more “human capital” to their employers (and hence, more productivity) than the generation of workers exiting the workforce—despite the imbalance in work experience. This is no longer true. Mass access to higher education began in the 1960s in North America and has continued ever since.
While this can be defined for specific groups (based on the previous stage), it can also be framed for the entire organization. We have found that it is useful to categorize reward programs according to dimensions that reflect their inherent function and impact. To be more specific, there are reward programs that are: ■ Available to virtually everyone because they are employed by the organization (or for a specific level or group within the organization). These programs provide a foundation for the employment relationship.
In many ways, and certainly compared to the more complex demographic challenges outlined above, diversity can be seen as the “low hanging fruit” of talent management issues in the coming years. After all, the main requirement in seizing the opportunity is in understanding the benefits of an inclusive, welcoming culture. 4 challenges) Diversity not yet considered a top five challenge (ranked 6 of 18 Attracting, retaining and managing a more diverse workforce will be a significant challenge over the next three years 250 200 150 100 50 0 Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree Source: (Human Capital Institute/Vurv Technologies, October 200710) to foster more creativity and lead to faster innovation; the advantage of reflecting customer diversity in the workforce; and the advantages in recruiting that come from being known as a great place to work for minorities.