Verfügbarkeit: Compensation

Gespeichert in:

Bibliographische Detailangaben
Titel:	Compensation
Von:	George T. Milkovich ; Jerry M. Newman ; Barry Gerhart
Person:	Milkovich, George T. Verfasser aut Newman, Jerry M. Gerhart, Barry A.
Hauptverfassende:	Milkovich, George T. (VerfasserIn), Newman, Jerry M. (VerfasserIn), Gerhart, Barry A. (VerfasserIn)
Format:	Buch
Sprache:	Englisch
Veröffentlicht:	New York, NY McGraw-Hill/Irwin 2011
Ausgabe:	10. ed.
Schlagworte:	Compensation management Unternehmen Lohnpolitik Lohn
Online-Zugang:	http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=020350353&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA
Beschreibung:	XVIII, 689 S. Ill., graph. Darst.
ISBN:	9780073530499 0073530492

Internformat

MARC


LEADER	00000nam a2200000 c 4500
001	BV036478799
003	DE-604
005	20190205
007	t\|
008	100601s2011 xx ad\|\| \|\|\|\| 00\|\|\| eng d
010			\|a 2009042396
020			\|a 9780073530499 \|c alk. paper \|9 978-0-07-353049-9
020			\|a 0073530492 \|c alk. paper \|9 0-07-353049-2
035			\|a (OCoLC)699877664
035			\|a (DE-599)GBV611131692
040			\|a DE-604 \|b ger \|e aacr
041	0		\|a eng
049			\|a DE-11 \|a DE-473
082	0		\|a 658.32
084			\|a QV 300 \|0 (DE-625)142148: \|2 rvk
100	1		\|a Milkovich, George T. \|e Verfasser \|4 aut
245	1	0	\|a Compensation \|c George T. Milkovich ; Jerry M. Newman ; Barry Gerhart
250			\|a 10. ed.
264		1	\|a New York, NY \|b McGraw-Hill/Irwin \|c 2011
300			\|a XVIII, 689 S. \|b Ill., graph. Darst.
336			\|b txt \|2 rdacontent
337			\|b n \|2 rdamedia
338			\|b nc \|2 rdacarrier
650		0	\|a Compensation management
650	0	7	\|a Unternehmen \|0 (DE-588)4061963-1 \|2 gnd \|9 rswk-swf
650	0	7	\|a Lohnpolitik \|0 (DE-588)4036241-3 \|2 gnd \|9 rswk-swf
650	0	7	\|a Lohn \|0 (DE-588)4036229-2 \|2 gnd \|9 rswk-swf
689	0	0	\|a Lohnpolitik \|0 (DE-588)4036241-3 \|D s
689	0	1	\|a Unternehmen \|0 (DE-588)4061963-1 \|D s
689	0		\|8 1\p \|5 DE-604
689	1	0	\|a Lohn \|0 (DE-588)4036229-2 \|D s
689	1		\|8 2\p \|5 DE-604
700	1		\|a Newman, Jerry M. \|e Verfasser \|0 (DE-588)136727115 \|4 aut
700	1		\|a Gerhart, Barry A. \|e Verfasser \|4 aut
856	4	2	\|m GBV Datenaustausch \|q application/pdf \|u http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=020350353&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA \|3 Inhaltsverzeichnis
883	1		\|8 1\p \|a cgwrk \|d 20201028 \|q DE-101 \|u https://d-nb.info/provenance/plan#cgwrk
883	1		\|8 2\p \|a cgwrk \|d 20201028 \|q DE-101 \|u https://d-nb.info/provenance/plan#cgwrk
943	1		\|a oai:aleph.bib-bvb.de:BVB01-020350353

Datensatz im Suchindex

_version_	1819356419961389056
adam_text	IMAGE 1 COMPENSATION MCGRAW-HILL IRWIN TENTH EDITION GEORGE T. MILKOVICH CORNELL UNIVERSITY JERRY M. NEWMAN STATE UNIVERSITY OF NEW YORK- BUFFALO BARRY GERHART UNIVERSITY OF WISCONSIN-MADISON IMAGE 2 TABLE OF CONTENTS PREFACE XIII PART ONE INTRODUCING THE PAY MODEL AND PAY STRATEGY CHAPTER 1 THE PAY MODEL 2 COMPENSATION: DOES IT MATTER? (OR, SO WHAT? ) 3 COMPENSATION: DEFINITION, PLEASE 4 SOCIETY 4 STOCKHOLDERS 6 MANAGERS 7 EMPLOYEES 8 GLOBAL VIEWS - VIVE LA DIFFERENCE 10 FORMS OF PAY 10 CASH COMPENSATION: BASE 11 CASH COMPENSATION: MERIT PAYLCOST-OF-LIVING ADJUSTMENTS 12 CASH COMPENSATION: INCENTIVES 12 LONG-TERM INCENTIVES 13 BENEFITS: INCOME PROTECTION 13 BENEFITS: WORK/LIFE BALANCE 13 BENEFITS: ALLOWANCES 14 TOTAL EARNINGS OPPORTUNITIES: PRESENT VALUE OF A STREAM OF EARNINGS 14 RELATIONAL RETURNS FROM WORK 14 A PAY MODEL 15 COMPENSATION OBJECTIVES 15 FOUR POLICY CHOICES 19 PAY TECHNIQUES 21 BOOK PLAN 22 CAVEAT EMPTOR -BE AN INFORMED CONSUMER 22 1. IS THE RESEARCH USEFUL? 23 2. DOES THE STUDY SEPARATE CORRELATION FROM CAUSATION? 23 3. ARE THERE ALTERNATIVE EXPLANATIONS? 24 YOUR TURN: CIRCUIT CITY 24 CHAPTER 2 STRATEGY: THE TOTALITY OF DECISIONS 33 SIMILARITIES AND DIFFERENCES IN STRATEGIES 33 DIFFERENT STRATEGIES WITHIN THE SAME INDUSTRY 35 DIFFERENT STRATEGIES WITHIN THE SAME COMPANY 36 STRATEGIC CHOICES 36 SUPPORT BUSINESS STRATEGY 38 SUPPORT HR STRATEGY 40 THE PAY MODEL GUIDES STRATEGIC PAY DECISIONS 41 * STATED VERSUS UNSTATED STRATEGIES 42 DEVELOPING A TOTAL COMPENSATION STRATEGY: FOUR STEPS 43 STEP 1: ASSESS TOTAL COMPENSATION IMPLICATIONS 44 HR STRATEGY: PAY AS A SUPPORTING PLAYER OR CATALYST FOR CHANGE? 44 STEP 2: MAP A TOTAL COMPENSATION STRATEGY 47 STEPS 3 AND 4: IMPLEMENT AND REASSESS 50 SOURCE OF COMPETITIVE ADVANTAGE: THREE TESTS 50 ALIGN 50 DIFFERENTIATE 50 ADD VALUE 51 BEST PRACTICES VERSUS BEST FIT ? 53 GUIDANCE FROM THE EVIDENCE 53 VIRTUOUS AND VICIOUS CIRCLES 54 YOUR TURN: MERRILL LYNCH 55 STILL YOUR TURN: MAPPING COMPENSATION STRATEGIES 57 PART TWO INTERNAL ALIGNMENT: DETERMINING THE STRUCTURE CHAPTER 3 DEFINING INTERNAL ALIGNMENT 68 COMPENSATION STRATEGY: INTERNAL ALIGNMENT SUPPORTS ORGANIZATION STRATEGY 69 69 IMAGE 3 IV TABLE OF CONTENTS SUPPORTS WORK FLOW 70 MOTIVATES BEHAVIOR 71 STRUCTURES VARY AMONG ORGANIZATIONS 71 NUMBER OF LEVELS 72 DIFFERENTIALS 72 CRITERIA: CONTENT AND VALUE 72 WHAT SHAPES INTERNAL STRUCTURES? 75 ECONOMIC PRESSURES 75 GOVERNMENT POLICIES, LAWS, AND REGULATIONS 76 EXTERNAL STAKEHOLDERS 76 CULTURES AND CUSTOMS 77 ORGANIZATION STRATEGY 78 ORGANIZATION HUMAN CAPITAL 78 ORGANIZATION WORK DESIGN 78 OVERALL HR POLICIES 78 INTERNAL LABOR MARKETS: COMBINING EXTERNAL AND ORGANIZATION FACTORS 79 EMPLOYEE ACCEPTANCE: A KEY FACTOR 80 PAY STRUCTURES CHANGE 80 STRATEGIC CHOICES IN DESIGNING INTERNAL STRUCTURES 81 TAILORED VERSUS LOOSELY COUPLED 81 HIERARCHICAL VERSUS EGALITARIAN 81 GUIDANCE FROM THE EVIDENCE 83 EQUITY THEORY: FAIRNESS 83 TOURNAMENT THEORY: MOTIVATION AND PERFORMANCE 84 INSTITUTIONAL MODEL: COPY OTHERS 85 (MORE) GUIDANCE FROM THE EVIDENCE 85 CONSEQUENCES OF STRUCTURES 86 EFFICIENCY 87 FAIRNESS 87 COMPLIANCE 87 YOUR TURN: SO YOU WANT TO LEAD AN ORCHESTRA! 8 CHAPTER 4 JOB ANALYSIS 94 STRUCTURES BASED ON JOBS, PEOPLE, OR BOTH 95 JOB-BASED APPROACH: MOST COMMON 97 WHY PERFORM JOB ANALYSIS ? 97 JOB ANALYSIS PROCEDURES 98 WHAT INFORMATION SHOULD BE COLLECTED? 99 JOB DATA: IDENTIFICATION 99 JOB DATA: CONTENT 99 EMPLOYEE DATA 101 ESSENTIAL ELEMENTS AND THE AMERICANS WITH DISABILITIES ACT 104 LEVEL OF ANALYSIS 105 HOW CAN THE INFORMATION BE COLLECTED? .106 CONVENTIONAL METHODS 106 QUANTITATIVE METHODS 106 WHO COLLECTS THE INFORMATION? 108 WHO PROVIDES THE INFORMATION? 108 WHAT ABOUT DISCREPANCIES? 109 JOB DESCRIPTIONS SUMMARIZE THE DATA 110 USING GENERIC JOB DESCRIPTIONS 110 DESCRIBING MANAGERIAL!PROFESSIONAL JOBS 110 VERIFY THE DESCRIPTION 111 JOB ANALYSIS: BEDROCK OR BUREAUCRACY? 113 JOB ANALYSIS AND GLOBALIZATION 114 JOB ANALYSIS AND SUSCEPTIBILITY TO OFF SHORING 114 JOB ANALYSIS INFORMATION AND COMPARABILITY ACROSS BORDERS 116 JUDGING JOB ANALYSIS 116 RELIABILITY 116 VALIDITY 117 ACCEPTABILITY 117 CURRENCY 117 USEFULNESS 118 A JUDGMENT CALL 118 YOUR TURN: THE CUSTOMER-SERVICE AGENT 119 CHAPTER 5 JOB-BASED STRUCTURES AND JOB EVALUATION 128 JOB-BASED STRUCTURES: JOB EVALUATION 129 DEFINING JOB EVALUATION: CONTENT, VALUE, AND EXTERNAL MARKET LINKS 130 CONTENT AND VALUE 130 LINKING CONTENT WITH THE EXTERNAL MARKET 130 MEASURE FOR MEASURE VERSUS MUCH ADO ABOUT NOTHING 131 HOW-TO : MAJOR DECISIONS 131 ESTABLISH THE PURPOSE 132 SINGLE VERSUS MULTIPLE PLANS 132 CHOOSE AMONG JOB EVALUATION METHODS 134 IMAGE 4 TABLE OF CONTENTS V JOB EVALUATION METHODS 135 RANKING 135 CLASSIFICATION 136 POINT METHOD 139 WHO SHOULD BE INVOLVED? .149 THE DESIGN PROCESS MATTERS 150 THE FINAL RESULT: STRUCTURE 151 BALANCING CHAOS AND CONTROL 152 YOUR TURN: JOB EVALUATION AT WHOLE FOODS 153 CHAPTER 6 PERSON-BASED STRUCTURES 161 PERSON-BASED STRUCTURES: SKILL PLANS 162 TYPES OF SKILL PLANS 162 PURPOSE OF THE SKILL-BASED STRUCTURE 165 HOW-TO : SKILL ANALYSIS 166 WHAT INFORMATION TO COLLECT? 166 WHOM TO INVOLVE? 167 ESTABLISH CERTIFICATION METHODS 167 OUTCOMES OF SKILL-BASED PAY PLANS: GUIDANCE FROM RESEARCH AND EXPERIENCE 169 PERSON-BASED STRUCTURES: COMPETENCIES 170 DEFINING COMPETENCIES 171 PURPOSE OF THE COMPETENCY-BASED STRUCTURE 174 HOW-TO : COMPETENCY ANALYSIS 175 OBJECTIVE 175 WHAT INFORMATION TO COLLECT? 176 WHOM TO INVOLVE? /176 ESTABLISH CERTIFICATION METHODS 180 RESULTING STRUCTURE 180 COMPETENCIES AND EMPLOYEE SELECTION AND TRAINING/DEVELOPMENT 180 GUIDANCE FROM THE RESEARCH ON COMPETENCIES 182 ONE MORE TIME: INTERNAL ALIGNMENT REFLECTED IN STRUCTURES 182 ADMINISTERING THE PLAN 183 EVIDENCE OF USEFULNESS OF RESULTS 183 RELIABILITY OF JOB EVALUATION TECHNIQUES 183 VALIDITY 183 ACCEPTABILITY 184 BIAS IN INTERNAL STRUCTURES 184 WAGES CRITERIA BIAS 185 THE PERFECT STRUCTURE 186 YOUR TURN: CLIMB THE LEGAL LADDER 187 PART THREE EXTERNAL COMPETITIVENESS: DETERMINING THE PAY LEVEL CHAPTER 7 DEFINING COMPETITIVENESS 198 COMPENSATION STRATEGY: EXTERNAL COMPETITIVENESS 199 CONTROL COSTS AND INCREASE REVENUES 199 ATTRACT AND RETAIN THE RIGHT EMPLOYEES 202 WHAT SHAPES EXTERNAL COMPETITIVENESS? 205 LABOR MARKET FACTORS 205 HOW LABOR MARKETS WORK 206 LABOR DEMAND 207 MARGINAL PRODUCT 207 MARGINAL REVENUE 207 LABOR SUPPLY 209 MODIFICATIONS TO THE DEMAND SIDE 209 COMPENSATING DIFFERENTIALS 209 EFFICIENCY WAGE 210 SIGNALING 211 MODIFICATIONS TO THE SUPPLY SIDE (ONLY TWO MORE THEORIES TO GO) 212 RESERVATION WAGE 213 HUMAN CAPITAL 213 PRODUCT MARKET FACTORS AND ABILITY TO PAY 213 PRODUCT DEMAND 214 DEGREE OF COMPETITION 214 A DIFFERENT VIEW: WHAT MANAGERS SAY 214 SEGMENTED SUPPLIES OF LABOR AND (DIFFERENT) GOING RATES 215 ORGANIZATION FACTORS 216 INDUSTRY AND TECHNOLOGY 216 EMPLOYER SIZE 216 PEOPLE S PREFERENCES 217 ORGANIZATION STRATEGY 217 RELEVANT MARKETS 218 DEFINING THE RELEVANT MARKET 218 GLOBALIZATION OF RELEVANT LABOR MARKETS: OFFSHORING AND OUTSOURCING 219 IMAGE 5 VI TABLE OF CONTENTS COMPETITIVE PAY POLICY ALTERNATIVES 220 WHAT DIFFERENCE DOES THE PAY-LEVEL POLICY MAKE? 221 PAY WITH COMPETITION (MATCH) 221 LEAD PAY-LEVEL POLICY 222 LAG PAY-LEVEL POLICY 223 DIFFERENT POLICIES FOR DIFFERENT EMPLOYEE GROUPS 223 NOT BY PAY LEVEL ALONE: PAY MIX STRATEGIES 223 CONSEQUENCES OF PAY-LEVEL AND -MIX DECISIONS: GUIDANCE FROM THE RESEARCH 227 EFFICIENCY 227 FAIRNESS 228 COMPLIANCE 228 YOUR TURN: SLED DOG SOFTWARE 229 STILL YOUR TURN: FIT THE PAY-MIX POLICY TO THE COMPENSATION STRATEGY 229 CHAPTER 8 DESIGNING PAY LEVELS, MIX, AND PAY STRUCTURES 238 MAJOR DECISIONS 239 SPECIFY COMPETITIVE PAY POLICY 239 THE PURPOSE OF A SURVEY 240 ADJUST PAY LEVEL - HOW MUCH TO PAY? 240 ADJUST PAY MIX-WHAT FORMS ? 240 ADJUST PAY STRUCTURE? 240 STUDY SPECIAL SITUATIONS 241 ESTIMATE COMPETITORS LABOR COSTS 241 SELECT RELEVANT MARKET COMPETITORS 241 FUZZY MARKETS 245 DESIGN THE SURVEY 245 WHO SHOULD BE INVOLVED? 246 HOW MANY EMPLOYERS? 246 WHICH JOBS TO INCLUDE? 248 WHAT INFORMATION TO COLLECT? 250 INTERPRET SURVEY RESULTS AND CONSTRUCT A MARKET LINE 253 VERIFY DATA 253 STATISTICAL ANALYSIS 258 UPDATE THE SURVEY DATA 259 CONSTRUCT A MARKET PAY LINE 261 SETTING PAY FOR NON-BENCHMARK JOBS 263 COMBINE INTERNAL STRUCTURE AND EXTERNAL MARKET RATES 265 FROM POLICY TO PRACTICE: THE PAY-POLICY LINE 266 CHOICE OF MEASURE 266 UPDATING 266 POLICY LINE AS PERCENT OF MARKET LINE 266 FROM POLICY TO PRACTICE: GRADES AND RANGES 266 WHY BOTHER WITH GRADES AND RANGES? 266 DEVELOP GRADES 267 ESTABLISH RANGE MIDPOINTS, MINIMUMS, AND MAXIMUMS 268 OVERLAP 268 FROM POLICY TO PRACTICE: BROAD BANDING 269 FLEXIBILITY-CONTROL 271 BALANCING INTERNAL AND EXTERNAL PRESSURES: ADJUSTING THE PAY STRUCTURE 272 RECONCILING DIFFERENCES 272 MARKET PRICING 273 BUSINESS STRATEGY (MORE THAN FOLLOW THE LEADER ) 274 REVIEW 274 YOUR TURN: WORD-OF-MOUSE: DOT-COM COMPARISONS 275 PART FOUR EMPLOYEE CONTRIBUTIONS: DETERMINING INDIVIDUAL PAY CHAPTER 9 PAY-FOR-PERFORMANCE: THE EVIDENCE 284 WHAT BEHAVIORS DO EMPLOYERS CARE ABOUT? LINKING ORGANIZATION STRATEGY TO COMPENSATION AND PERFORMANCE MANAGEMENT 285 WHAT DOES IT TAKE TO GET THESE BEHAVIORS? WHAT THEORY SAYS 290 WHAT DOES IT TAKE TO GET THESE BEHAVIORS? WHAT PRACTITIONERS SAY 294 DOES COMPENSATION MOTIVATE BEHAVIOR? 299 DO PEOPLE JOIN A FIRM BECAUSE OF PAY? 299 DO PEOPLE STAY IN A FIRM (OR LEAVE) BECAUSE OFPAY? 300 DO EMPLOYEES MORE READILY AGREE TO DEVELOP JOB SKILLS BECAUSE OF PAY? 301 DO EMPLOYEES PEIFORM BETTER ON THEIR JOBS BECAUSE OF PAY? 301 IMAGE 6 TABLE OF CONTENTS VII DESIGNING A PAY-FOR-PERFORMANCE PLAN 305 EFFICIENCY 305 EQUITY/FAIRNESS 307 COMPLIANCE 307 YOUR TURN: BURGER BOY 308 CHAPTER 11 PERFORMANCE APPRAISALS 358 CHAPTER 10 PAY-FOR-PERFORMANCE PLANS 317 WHAT IS A PAY-FOR-PERFORMANCE PLAN? 317 DOES VARIABLE PAY IMPROVE PERFORMANCE RESULTS? THE GENERAL EVIDENCE 319 SPECIFIC PAY-FOR-PERFORMANCE PLANS: SHORT TERM 319 MERIT PAY 319 LUMP-SUM BONUSES 320 INDIVIDUAL SPOT AWARDS 321 INDIVIDUAL INCENTIVE PLANS 322 INDIVIDUAL INCENTIVE PLANS: ADVANTAGES AND DISADVANTAGES 326 INDIVIDUAL INCENTIVE PLANS: EXAMPLES 327 TEAM INCENTIVE PLANS: TYPES 327 COMPARING GROUP AND INDIVIDUAL INCENTIVE PLANS 333 LARGE GROUP INCENTIVE PLANS 334 GAIN-SHARING PLANS 334 PROFIT-SHARING PLANS 339 EARNINGS-AT-RISK PLANS 340 GROUP INCENTIVE PLANS: ADVANTAGES AND DISADVANTAGES 341 / GROUP INCENTIVE PLANS: EXAMPLES 342 EXPLOSIVE INTEREST IN LONG-TERM INCENTIVE PLANS 342 EMPLOYEE STOCK OWNERSHIP PLANS (ESOPS) 344 PERFORMANCE PLANS (PERFORMANCE SHARE AND PEIFORMANCE UNIT) 345 BROAD-BASED OPTION PLANS (BBOPS) 345 COMBINATION PLANS: MIXING INDIVIDUAL AND GROUP 346 YOUR TURN: INCENTIVES IN THE CLUBHOUSE 346 APPENDIX 10-A: GAIN-SHARING PLAN AT DRESSER RAND 348 10-B: PROFIT-SHARING (401K) AT WALGREENS 353 THE ROLE OF PERFORMANCE APPRAISALS IN COMPENSATION DECISIONS 359 PERFORMANCE METRICS 360 STRATEGIES FOR BETTER UNDERSTANDING AND MEASURING JOB PERFORMANCE 361 THE BALANCED SCORECARD APPROACH 361 STRATEGY 1: IMPROVE APPRAISAL FORMATS 362 STRATEGY 2: SELECT THE RIGHT RATERS 370 STRATEGY 3 UNDERSTAND HOW RATERS PROCESS INFORMATION 373 COMMON ERRORS IN APPRAISING PERFORMANCE: CRITERION CONTAMINATION 373 STRATEGY 4: TRAINING RATERS TO RATE MORE ACCURATELY 377 PUTTING IT ALL TOGETHER: THE PERFORMANCE EVALUATION PROCESS 377 EQUAL EMPLOYMENT OPPORTUNITY AND PERFORMANCE EVALUATION 380 TYING PAY TO SUBJECTIVELY APPRAISED PERFORMANCE 382 COMPETENCY: CUSTOMER CARE 383 PERFORMANCE- AND POSITION-BASED GUIDELINES 384 DESIGNING MERIT GUIDELINES 384 PROMOTIONAL INCREASES AS A PAY-FOR-PERFORMANCE TOOL 386 YOUR TURN: PERFORMANCE APPRAISAL AT BURGER KING 386 APPENDIX LL-A: BALANCED SCORECARD EXAMPLE: DEPARTMENT OF ENERGY (FEDERAL PERSONAL PROPERTY MANAGEMENT PROGRAM) 390 11-B: SAMPLE APPRAISAL FORM FOR LEADERSHIP DIMENSION: PFIZER PHARMACEUTICAL 393 PART FIVE EMPLOYEE BENEFITS CHAPTER 12 THE BENEFIT DETERMINATION PROCESS 414 WHY THE GROWTH IN EMPLOYEE BENEFITS? 416 WAGE AND PRICE CONTROLS 416 IMAGE 7 VIII TABLE OF CONTENTS UNIONS 416 EMPLOYER IMPETUS 416 COST EFFECTIVENESS OF BENEFITS 417 GOVERNMENT IMPETUS 417 THE VALUE OF EMPLOYEE BENEFITS 417 KEY ISSUES IN BENEFIT PLANNING, DESIGN, AND ADMINISTRATION 419 BENEFITS PLANNING AND DESIGN ISSUES 419 BENEFIT ADMINISTRATION ISSUES 420 COMPONENTS OF A BENEFIT PLAN 423 EMPLOYER PREFERENCES 423 EMPLOYEE PREFERENCES 427 ADMINISTERING THE BENEFIT PROGRAM 429 EMPLOYEE BENEFIT COMMUNICATION 431 CLAIMS PROCESSING 433 COST CONTAINMENT 433 YOUR TURN: WORLD MEASUREMENT 434 CHAPTER 13 BENEFIT OPTIONS 442 LEGALLY REQUIRED BENEFITS 445 WORKERS COMPENSATION 446 SOCIAL SECURITY 447 UNEMPLOYMENT INSURANCE 450 FAMILY AND MEDICAL LEAVE ACT (FMLA) 452 CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA) 452 HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT (HIPAA) 452 RETIREMENT AND SAVINGS PLAN PAYMENTS 452 DEFINED BENEFIT PLANS 453 DEFINED CONTRIBUTION PLANS 453 INDIVIDUAL RETIREMENT ACCOUNTS (IRAS) 455 EMPLOYEE RETIREMENT INCOME SECURITY ACT (ER1SA) 455 HOW MUCH RETIREMENT INCOME TO PROVIDE? 457 LIFE INSURANCE 458 MEDICAL AND MEDICALLY RELATED PAYMENTS 458 GENERAL HEALTH CARE 458 HEALTH CARE: COST CONTROL STRATEGIES 462 SHORT-AND LONG-TERM DISABILITY 464 DENTAL INSURANCE 465 VISION CARE 465 MISCELLANEOUS BENEFITS 465 PAID TIME OFF DURING WORKING HOURS 465 PAYMENT FOR TIME NOT WORKED 466 CHILD CARE 467 ELDER CARE 467 DOMESTIC PARTNER BENEFITS 467 LEGAL INSURANCE 467 BENEFITS FOR CONTINGENT WORKERS 467 YOUR TURN: MR. BALDY CAR WASH 468 PART SIX EXTENDING THE SYSTEM CHAPTER 14 COMPENSATION OF SPECIAL GROUPS 477 WHO ARE SPECIAL GROUPS? 478 COMPENSATION STRATEGY FOR SPECIAL GROUPS 479 SUPERVISORS 479 CORPORATE DIRECTORS 480 EXECUTIVES 480 WHAT S ALL THE FUROR OVER EXECUTIVE COMPENSATION? WHAT THE CRITICS AND PRESS SAY 486 WHAT S ALL THE FUROR OVER EXECUTIVE COMPENSATION? WHAT ACADEMICS SAY 489 SCIENTISTS AND ENGINEERS IN HIGH-TECHNOLOGY INDUSTRIES 491 SALES FORCES 494 CONTINGENT WORKERS 498 YOUR TURN: COMPENSATION OF SPECIAL GROUPS 499 CHAPTER 15 UNION ROLE IN WAGE AND SALARY ADMINISTRATION 505 THE IMPACT OF UNIONS IN WAGE DETERMINATION 506 UNION IMPACT ON GENERAL WAGE LEVELS 506 THE STRUCTURE OF WAGE PACKAGES 508 UNION IMPACT: THE SPILLOVER EFFECT 509 ROLE OF UNIONS IN WAGE AND SALARY POLICIES AND PRACTICES 509 IMAGE 8 TABLE OF CONTENTS IX UNIONS AND ALTERNATIVE REWARD SYSTEMS 513 LUMP-SUM AWARDS 514 EMPLOYEE STOCK OWNERSHIP PLANS (ESOPS) 514 PAY-FOR-KNOWLEDGE PLANS 514 GAIN-SHARING PLANS 515 PROFIT-SHARING PLANS 515 YOUR TURN: GENERAL TECHNOLOGY 516 CHAPTER 16 INTERNATIONAL PAY SYSTEMS 521 THE GLOBAL CONTEXT 523 THE SOCIAL CONTRACT 525 CENTRALIZED OR DECENTRALIZED PAY-SETTING 526 REGULATION 527 CULTURE 530 CULTURE MATTERS, BUT SO DOES CULTURAL DIVERSITY 532 TRADE UNIONS AND EMPLOYEE INVOLVEMENT 534 OWNERSHIP AND FINANCIAL MARKETS 534 MANAGERIAL AUTONOMY 535 COMPARING COSTS 536 LABOR COSTS AND PRODUCTIVITY 536 COST OF LIVING AND PURCHASING POWER 537 COMPARING SYSTEMS 540 THE TOTAL PAY MODEL: STRATEGIC CHOICES 540 NATIONAL SYSTEMS: COMPARATIVE MIND-SET 540 JAPANESE TRADITIONAL NATIONAL SYSTEM 540 GERMAN TRADITIONAL NATIONAL SYSTEM 544 STRATEGIC COMPARISONS: TRADITIONAL SYSTEMS IN JAPAN, GERMANY, UNITED STATES 545 EVOLUTION AND CHANGE IN THE TRADITIONAL JAPANESE AND GERMAN MODELS 547 STRATEGIC MARKET MIND-SET 549 LOCALIZER: THINK GLOBAL, ACT LOCAL 549 EXPORTER: HEADQUARTERS KNOWS BEST 549 GLOBALIZER: THINK AND ACT GLOBALLY AND LOCALLY 550 EXPATRIATE PAY 550 ELEMENTS OF EXPATRIATE COMPENSATION 552 THE BALANCE SHEET APPROACH 554 EXPATRIATE SYSTEMS - OBJECTIVES? QUEL DOMMAGE! 558 BORDERLESS WORLD - BORDERLESS PAY? GLOBALISTS 559 YOUR TURN: IBM S WORLDWIDE BUSINESS AND EMPLOYMENT STRATEGIES AND COMPENSATION 559 PART SEVEN MANAGING THE SYSTEM CHAPTER 17 GOVERNMENT AND LEGAL ISSUES IN COMPENSATION 573 GOVERNMENT AS PART OF THE EMPLOYMENT RELATIONSHIP 575 DEMAND 575 SUPPLY 575 FAIR LABOR STANDARDS ACT OF 1938 578 MINIMUM WAGE 578 LIVING WAGE 580 OVERTIME AND HOURS OF WORK 580 CHILD LABOR 586 EMPLOYEE OR INDEPENDENT CONTRACTOR? 586 PREVAILING WAGE LAWS 588 PAY DISCRIMINATION: WHAT IS IT? 589 THE EQUAL PAY ACT 591 DEFINITION OF EQUAL 591 DEFINITIONS OF SKILL, EFFORT, RESPONSIBILITY, WORKING CONDITIONS 592 FACTORS OTHER THAN SEX 592 REVERSE DISCRIMINATION 593 TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 AND RELATED LAWS 593 DISPARATE TREATMENT 594 DISPARATE IMPACT 595 EXECUTIVE ORDER 11246 595 PAY DISCRIMINATION AND DISSIMILAR JOBS 597 PROOF OF DISCRIMINATION: USE OF MARKET DATA 597 PROOF OF DISCRIMINATION: JOBS OF COMPARABLE WORTH 598 EARNINGS GAPS 599 SOURCES OF THE EARNINGS GAPS 601 DIFFERENCES IN OCCUPATIONS AND QUALIFICATIONS 602 IMAGE 9 X TABLE OF CONTENTS DIFFERENCES IN INDUSTRIES AND FIRMS 603 UNION MEMBERSHIP 604 PRESENCE OF DISCRIMINATION 604 GAPS ARE GLOBAL 605 COMPARABLE WORTH 605 THE MECHANICS 606 UNION DEVELOPMENTS 607 A PROACTIVE APPROACH 608 YOUR TURN: SELF-EVALUATION AND PAY DISCRIMINATION 608 STILL YOUR TURN: FROM BARISTA TO MANAGER 609 CHAPTER 18 MANAGEMENT: MAKING IT WORK 618 MANAGING, CONTROLLING (AND SOMETIMES REDUCING) LABOR COSTS 619 NUMBER OF EMPLOYEES (A.K.A.: STAFFING LEVELS OR HEADCOUNT) 620 HOURS 624 CONTROLLING BENEFITS 624 CONTROLLING AVERAGE CASH COMPENSATION 625 CONTROL SALARY LEVEL: TOP DOWN 625 CURRENT YEAR S RISE 626 ABILITY TO PAY 626 COMPETITIVE MARKET PRESSURES 626 TURNOVER EFFECTS 626 COST OF LIVING 627 ROLLING IT ALL TOGETHER 628 CONTROL SALARY LEVEL: BOTTOM UP 629 ETHICS: MANAGING OR MANIPULATING? 631 WHERE IS THE COMPENSATION PROFESSIONAL? 631 EMBEDDED CONTROLS 632 RANGE MAXIMUMS AND MINIMUMS 632 COMPA-RATIOS 633 VARIABLE PAY 633 ANALYZING COSTS 634 ANALYZING VALUE ADDED 634 COMMUNICATION: MANAGING THE MESSAGE 636 SAY WHAT? 640 PAY AS CHANGE AGENT * 641 STRUCTURING THE COMPENSATION FUNCTION 641 CENTRALIZATION - DECENTRALIZATION 641 FLEXIBILITY WITHIN CORPORATEWIDE PRINCIPLES 642 REENGINEERING AND OUTSOURCING 643 BALANCING FLEXIBILITY AND CONTROL 643 YOUR TURN: COMMUNICATION BY COPIER 644 STILL YOUR TURN: ETHICS IN COMPENSATION DECISIONS 645 GLOSSARY 650 NAME INDEX 669 SUBJECT INDEX 679
any_adam_object	1
author	Milkovich, George T. Newman, Jerry M. Gerhart, Barry A.
author_GND	(DE-588)136727115
author_facet	Milkovich, George T. Newman, Jerry M. Gerhart, Barry A.
author_role	aut aut aut
author_sort	Milkovich, George T.
author_variant	g t m gt gtm j m n jm jmn b a g ba bag
building	Verbundindex
bvnumber	BV036478799
classification_rvk	QV 300
ctrlnum	(OCoLC)699877664 (DE-599)GBV611131692
dewey-full	658.32
dewey-hundreds	600 - Technology (Applied sciences)
dewey-ones	658 - General management
dewey-raw	658.32
dewey-search	658.32
dewey-sort	3658.32
dewey-tens	650 - Management and auxiliary services
discipline	Wirtschaftswissenschaften
edition	10. ed.
format	Book
fullrecord	<?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>01893nam a2200481 c 4500</leader><controlfield tag="001">BV036478799</controlfield><controlfield tag="003">DE-604</controlfield><controlfield tag="005">20190205 </controlfield><controlfield tag="007">t\|</controlfield><controlfield tag="008">100601s2011 xx ad\|\| \|\|\|\| 00\|\|\| eng d</controlfield><datafield tag="010" ind1=" " ind2=" "><subfield code="a">2009042396</subfield></datafield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">9780073530499</subfield><subfield code="c">alk. paper</subfield><subfield code="9">978-0-07-353049-9</subfield></datafield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">0073530492</subfield><subfield code="c">alk. paper</subfield><subfield code="9">0-07-353049-2</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(OCoLC)699877664</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)GBV611131692</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-604</subfield><subfield code="b">ger</subfield><subfield code="e">aacr</subfield></datafield><datafield tag="041" ind1="0" ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="049" ind1=" " ind2=" "><subfield code="a">DE-11</subfield><subfield code="a">DE-473</subfield></datafield><datafield tag="082" ind1="0" ind2=" "><subfield code="a">658.32</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">QV 300</subfield><subfield code="0">(DE-625)142148:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="100" ind1="1" ind2=" "><subfield code="a">Milkovich, George T.</subfield><subfield code="e">Verfasser</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">Compensation</subfield><subfield code="c">George T. Milkovich ; Jerry M. Newman ; Barry Gerhart</subfield></datafield><datafield tag="250" ind1=" " ind2=" "><subfield code="a">10. ed.</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="a">New York, NY</subfield><subfield code="b">McGraw-Hill/Irwin</subfield><subfield code="c">2011</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">XVIII, 689 S.</subfield><subfield code="b">Ill., graph. Darst.</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="b">n</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="b">nc</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="650" ind1=" " ind2="0"><subfield code="a">Compensation management</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Unternehmen</subfield><subfield code="0">(DE-588)4061963-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Lohnpolitik</subfield><subfield code="0">(DE-588)4036241-3</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Lohn</subfield><subfield code="0">(DE-588)4036229-2</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Lohnpolitik</subfield><subfield code="0">(DE-588)4036241-3</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Unternehmen</subfield><subfield code="0">(DE-588)4061963-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="8">1\p</subfield><subfield code="5">DE-604</subfield></datafield><datafield tag="689" ind1="1" ind2="0"><subfield code="a">Lohn</subfield><subfield code="0">(DE-588)4036229-2</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="1" ind2=" "><subfield code="8">2\p</subfield><subfield code="5">DE-604</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Newman, Jerry M.</subfield><subfield code="e">Verfasser</subfield><subfield code="0">(DE-588)136727115</subfield><subfield code="4">aut</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Gerhart, Barry A.</subfield><subfield code="e">Verfasser</subfield><subfield code="4">aut</subfield></datafield><datafield tag="856" ind1="4" ind2="2"><subfield code="m">GBV Datenaustausch</subfield><subfield code="q">application/pdf</subfield><subfield code="u">http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=020350353&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA</subfield><subfield code="3">Inhaltsverzeichnis</subfield></datafield><datafield tag="883" ind1="1" ind2=" "><subfield code="8">1\p</subfield><subfield code="a">cgwrk</subfield><subfield code="d">20201028</subfield><subfield code="q">DE-101</subfield><subfield code="u">https://d-nb.info/provenance/plan#cgwrk</subfield></datafield><datafield tag="883" ind1="1" ind2=" "><subfield code="8">2\p</subfield><subfield code="a">cgwrk</subfield><subfield code="d">20201028</subfield><subfield code="q">DE-101</subfield><subfield code="u">https://d-nb.info/provenance/plan#cgwrk</subfield></datafield><datafield tag="943" ind1="1" ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-020350353</subfield></datafield></record></collection>
id	DE-604.BV036478799
illustrated	Illustrated
indexdate	2024-12-20T14:34:23Z
institution	BVB
isbn	9780073530499 0073530492
language	English
lccn	2009042396
oai_aleph_id	oai:aleph.bib-bvb.de:BVB01-020350353
oclc_num	699877664
open_access_boolean
owner	DE-11 DE-473 DE-BY-UBG
owner_facet	DE-11 DE-473 DE-BY-UBG
physical	XVIII, 689 S. Ill., graph. Darst.
publishDate	2011
publishDateSearch	2011
publishDateSort	2011
publisher	McGraw-Hill/Irwin
record_format	marc
spellingShingle	Milkovich, George T. Newman, Jerry M. Gerhart, Barry A. Compensation Compensation management Unternehmen (DE-588)4061963-1 gnd Lohnpolitik (DE-588)4036241-3 gnd Lohn (DE-588)4036229-2 gnd
subject_GND	(DE-588)4061963-1 (DE-588)4036241-3 (DE-588)4036229-2
title	Compensation
title_auth	Compensation
title_exact_search	Compensation
title_full	Compensation George T. Milkovich ; Jerry M. Newman ; Barry Gerhart
title_fullStr	Compensation George T. Milkovich ; Jerry M. Newman ; Barry Gerhart
title_full_unstemmed	Compensation George T. Milkovich ; Jerry M. Newman ; Barry Gerhart
title_short	Compensation
title_sort	compensation
topic	Compensation management Unternehmen (DE-588)4061963-1 gnd Lohnpolitik (DE-588)4036241-3 gnd Lohn (DE-588)4036229-2 gnd
topic_facet	Compensation management Unternehmen Lohnpolitik Lohn
url	http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=020350353&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA
work_keys_str_mv	AT milkovichgeorget compensation AT newmanjerrym compensation AT gerhartbarrya compensation

Verfügbarkeit

‌

Per Fernleihe bestellen Per Fernleihe bestellen Inhaltsverzeichnis