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Dogmatik der Haftung und Grenzen der Leitungsmacht durch unbezifferten Nachteilsausgleich im faktischen Aktienkonzern / / Stephan Hufnagel
| Dogmatik der Haftung und Grenzen der Leitungsmacht durch unbezifferten Nachteilsausgleich im faktischen Aktienkonzern / / Stephan Hufnagel |
| Autore | Hufnagel Stephan |
| Pubbl/distr/stampa | Frankfurt am Main, [Germany] : , : PL Academic Research, , 2016 |
| Descrizione fisica | 1 online resource (284 pages) |
| Disciplina | 658.322 |
| Collana | Europäische Hochschulschriften. Reihe II, Rechtswissenschaft, ;European University Studies. Series II, Law ;Publications Universitaires Européennes. Série II, Droit |
| Soggetto topico | Compensation management |
| ISBN |
3-631-69675-2
3-653-06527-5 |
| Formato | Materiale a stampa  |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | ger |
| Record Nr. | UNINA-9910136076303321 |
Hufnagel Stephan
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| Frankfurt am Main, [Germany] : , : PL Academic Research, , 2016 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert
| Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert |
| Autore | Bussin Mark |
| Pubbl/distr/stampa | Randburg, South Africa : , : Knowres Publishing, , 2015 |
| Descrizione fisica | 1 online resource (383 pages) : illustrations |
| Disciplina | 658.322 |
| Soggetto topico |
Compensation management
Employee fringe benefits Foreign workers Expatriation International business enterprises - Personnel management |
| Soggetto genere / forma | Electronic books. |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Record Nr. | UNINA-9910463422203321 |
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Bussin Mark
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| Randburg, South Africa : , : Knowres Publishing, , 2015 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert
| Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert |
| Autore | Bussin Mark |
| Pubbl/distr/stampa | Randburg, South Africa : , : Knowres Publishing, , 2015 |
| Descrizione fisica | 1 online resource (383 pages) : illustrations |
| Disciplina | 658.322 |
| Soggetto topico |
Compensation management
Employee fringe benefits Foreign workers Expatriation International business enterprises - Personnel management |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Record Nr. | UNINA-9910788298603321 |
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Bussin Mark
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| Randburg, South Africa : , : Knowres Publishing, , 2015 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert
| Expatriate compensation : a practical and informative textbook for managing expatriate compensation, mobility, and international assignments in the world of work / / Dr. Mark Bussin ; cover design, Cia Joubert |
| Autore | Bussin Mark |
| Pubbl/distr/stampa | Randburg, South Africa : , : Knowres Publishing, , 2015 |
| Descrizione fisica | 1 online resource (383 pages) : illustrations |
| Disciplina | 658.322 |
| Soggetto topico |
Compensation management
Employee fringe benefits Foreign workers Expatriation International business enterprises - Personnel management |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Record Nr. | UNINA-9910815490903321 |
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Bussin Mark
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| Randburg, South Africa : , : Knowres Publishing, , 2015 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Partecipazione all'impresa e flessibilità retributiva in sistemi locali : teorie, metodologie, risultati / a cura di Giulio, Cainelli, Roberto Fabbri, Paolo Pini ; contributi di S. Bianchi ...[et al.]
| Partecipazione all'impresa e flessibilità retributiva in sistemi locali : teorie, metodologie, risultati / a cura di Giulio, Cainelli, Roberto Fabbri, Paolo Pini ; contributi di S. Bianchi ...[et al.] |
| Pubbl/distr/stampa | Milano : Franco Angeli, copyr. 2001 |
| Descrizione fisica | 398 p. ; 23 cm |
| Disciplina | 658.322 |
| Soggetto topico |
Retribuzione
Aziende - Personale - Valutazione |
| ISBN | 88-464-2685-1 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | ita |
| Record Nr. | UNISA-990000465940203316 |
| Milano : Franco Angeli, copyr. 2001 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. di Salerno | ||
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Strategic compensation : a human resources management approach / / Joseph J. Martocchio
| Strategic compensation : a human resources management approach / / Joseph J. Martocchio |
| Autore | Martocchio Joseph J. |
| Edizione | [Eighth, global edition.] |
| Pubbl/distr/stampa | Boston : , : Pearson, , [2015] |
| Descrizione fisica | 1 online resource (408 pages) : illustrations (some color) |
| Disciplina | 658.322 |
| Collana | Always learning |
| Soggetto topico | Compensation management |
| ISBN | 1-292-07594-5 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Cover -- Title -- Copyright -- Contents -- Preface -- Part I Setting the Stage for Strategic Compensation -- Chapter 1 Strategic Compensation -- A Component of Human Resource Systems -- Exploring and Defining the Compensation Context -- What Is Compensation? -- Core Compensation -- Employee Benefits -- A Historical Perspective on Compensation: The Road Toward Strategic Compensation -- Strategic Versus Tactical Decisions -- Competitive Strategy Choices -- Tactical Decisions that Support the Firm's Strategy -- Compensation Professionals' Goals -- How HR Professionals Fit into the Corporate Hierarchy -- How the Compensation Function Fits into HR Departments -- The Compensation Department's Main Goals -- Stakeholders of the Compensation System -- Employees -- Line Managers -- Executives -- Unions -- U.S. Government -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Competitive Strategy at Sportsman Shoes -- Endnotes -- Chapter 2 Contextual Influences on Compensation Practice -- Employment Laws that Influence Compensation Tactics -- Income Continuity, Safety, and Work Hours -- Pay Discrimination -- Civil Rights Act of 1964 -- Accommodating Disabilities and Family Needs -- Prevailing Wage Laws -- Laws that Guide Discretionary Employee Benefits -- Internal Revenue Code -- Employee Retirement Income Security Act of 1974 (ERISA) -- Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) -- Continuation of Coverage under COBRA -- Health Insurance Portability and Accountability Act of 1996 (HIPAA) -- Pension Protection Act of 2006 -- Patient Protection and Affordable Care Act of 2010 (PPACA) -- Contextual Influences on the Federal Government as an Employer -- Labor Unions as Contextual Influences -- Market Influences -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Exempt or Nonexempt?.
Endnotes -- Part II Bases for Pay -- Chapter 3 Traditional Bases for Pay -- Seniority and Merit -- Seniority and Longevity Pay -- Historical Overview -- Who Participates? -- Effectiveness of Seniority Pay Systems -- Design of Seniority Pay and Longevity Pay Plans -- Advantages of Seniority Pay -- Fitting Seniority Pay with Competitive Strategies -- Merit Pay -- Who Participates? -- Exploring the Elements of Merit Pay -- Performance Appraisal -- Types of Performance Appraisal Plans -- Exploring the Performance Appraisal Process -- Strengthening The Pay-For-Performance Link -- Link Performance Appraisals to Business Goals -- Analyze Jobs -- Communicate -- Establish Effective Appraisals -- Empower Employees -- Differentiate among Performers -- Possible Limitations of Merit Pay Programs -- Failure to Differentiate among Performers -- Poor Performance Measures -- Supervisors' Biased Ratings of Employee Job Performance -- Lack of Open Communication between Management and Employees -- Undesirable Social Structures -- Factors Other than Merit -- Undesirable Competition -- Little Motivational Value -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Appraising Performance at Precision -- Endnotes -- Chapter 4 Incentive Pay -- Exploring Incentive Pay -- Contrasting Incentive Pay with Traditional Pay -- Individual Incentives -- Defining Individual Incentives -- Types of Individual Incentive Plans -- Advantages of Individual Incentive Pay Programs -- Disadvantages of Individual Incentive Pay Programs -- Group Incentives -- Defining Group Incentives -- Types of Group Incentive Plans -- Advantages of Group Incentives -- Disadvantages of Group Incentives -- Companywide Incentives -- Defining Companywide Incentives -- Types of Companywide Incentive Plans -- Designing Incentive Pay Programs -- Group versus Individual Incentives. Level of Risk -- Complementing or Replacing Base Pay -- Performance Criteria -- Time Horizon: Short Term versus Long Term -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Individual or Team Reward? -- Endnotes -- Chapter 5 Person-Focused Pay -- Defining Person-Focused Pay: Competency-Based, Pay-for-Knowledge, and Skill-Based Pay -- What Is a "Competency"? -- Usage of Person-Focused Pay Programs -- Reasons to Adopt Person-Focused Pay Programs -- Technological Innovation -- Increased Global Competition -- Varieties of Person-Focused Pay Programs -- Contrasting Person-Focused Pay With Job-Based Pay -- Advantages of Person-focused Pay Programs -- Advantages to Employees -- Advantages to Employers -- Disadvantages of Person-focused Pay Programs -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Person-Focused Pay at Mitron Computers -- Endnotes -- Part III Designing Compensation Systems -- Chapter 6 Building Internally Consistent Compensation Systems -- Internal Consistency -- Job Analysis -- Steps in the Job Analysis Process -- Legal Considerations for Job Analysis -- Job Analysis Techniques -- U.S. Department of Labor's Occupational Information Network (O*NET) -- Job Evaluation -- Compensable Factors -- The Job Evaluation Process -- Job Evaluation Techniques -- The Point Method -- Alternative Job-Content Evaluation Approaches -- Alternatives to Job Evaluation -- Internally Consistent Compensation Systems and Competitive Strategy -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Internal Consistency at Customers First -- Endnotes -- Chapter 7 Building Market-Competitive Compensation Systems -- Market-Competitive Pay Systems: The Basic Building Blocks -- Compensation Surveys -- Preliminary Considerations -- Using Published Compensation Survey Data. Compensation Surveys: Strategic Considerations -- Compensation Survey Data -- Updating the Survey Data -- Integrating Internal Job Structures with External Market Pay Rates -- Compensation Policies and Strategic Mandates -- Pay Level Policies -- Pay Mix Policies -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Nutriment's New Hires -- Endnotes -- Chapter 8 Building Pay Structures that Recognize Employee Contributions -- Constructing a Pay Structure -- Step 1: Deciding on the Number of Pay Structures -- Step 2: Determining a Market Pay Line -- Step 3: Defining Pay Grades -- Step 4: Calculating Pay Ranges for Each Pay Grade -- Step 5: Evaluating the Results -- Designing Merit Pay Systems -- Merit Increase Amounts -- Timing -- Recurring versus Nonrecurring Merit Pay Increases -- Present Level of Base Pay -- Rewarding Performance: The Merit Pay Grid -- Merit Pay Increase Budgets -- Designing Sales Incentive Compensation Plans -- Alternative Sales Compensation Plans -- Sales Compensation Plans and Competitive Strategy -- Determining Fixed Pay and the Compensation Mix -- Designing Person-focused Programs -- Establishing Skill Blocks -- Transition Matters -- Training and Certification -- Pay Structure Variations -- Broadbanding -- Two-Tier Pay Structures -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: A New Sales Representative -- Endnotes -- Part IV Employee Benefits -- Chapter 9 Discretionary Benefits -- An Overview of Discretionary Benefits -- Components of Discretionary Benefits -- Protection Programs -- Paid Time Off -- Services -- The benefits and costs of Discretionary Benefits -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: Time Off at Superior Software Services -- Endnotes. Chapter 10 Employer-Sponsored Retirement Plans and Health Insurance Programs -- Exploring Retirement Plans -- Origins of Employer-Sponsored Retirement Benefits -- Trends in Retirement Plan Coverage and Costs -- Qualified Plans -- Minimum Standards for Qualified Plans -- Defined Benefit Plans -- Minimum Funding Standards -- Benefit Limits and Tax Deductions -- Defined Contribution Plans -- Individual Accounts -- Investments of Contributions -- Employee Participation in Investments -- Minimum Funding Standards -- Contribution Limits and Tax Deductions -- Types of Defined Contribution Plans -- Section 401(k) Plans -- Profit Sharing Plans -- Stock Bonus Plans -- Employee Stock Ownership Plans -- Hybrid Plans: Cash Balance Plans -- Defining and Exploring Health Insurance Programs -- Origins of Health Insurance Benefits -- Health Insurance Coverage and Costs -- Fee-for-Service Plans -- Features of Fee-for-Service Plans -- Managed Care Plans -- Health Maintenance Organizations -- Features of Health Maintenance Organizations -- Preferred Provider Organizations -- Features of Preferred Provider Organizations -- Deductibles -- Coinsurance -- Point-of-Service Plans -- Specialized Insurance Benefits -- Prescription Drug Plans -- Mental Health and Substance Abuse -- Features of Mental Health and Substance Abuse Plans -- Consumer-Driven Health Care -- COMPENSATION IN ACTION -- Summary -- Key Terms -- Discussion Questions -- CASE: A Health Savings Account at Frontline PR -- Endnotes -- Chapter 11 Legally Required Benefits -- An Overview of Legally Required Benefits -- Components of Legally Required Benefits -- Social Security Act of 1935 -- State Compulsory Disability Laws (Workers' Compensation) -- Family and Medical Leave Act of 1993 -- The benefits and costs of Legally Required Benefits -- Designing and Planning The Benefits Program. Determining Who Receives Coverage. |
| Record Nr. | UNINA-9910154774503321 |
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Martocchio Joseph J.
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| Boston : , : Pearson, , [2015] | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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The WorldatWork handbook of compensation, benefits & total rewards [[electronic resource] ] : a comprehensive guide for HR professionals / / Worldatwork
| The WorldatWork handbook of compensation, benefits & total rewards [[electronic resource] ] : a comprehensive guide for HR professionals / / Worldatwork |
| Autore | WorldatWork |
| Edizione | [1st edition] |
| Pubbl/distr/stampa | Hoboken, N.J., : John Wiley & Sons, c2007 |
| Descrizione fisica | 1 online resource (866 p.) |
| Disciplina |
658.32
658.322 |
| Soggetto topico | Compensation management |
| Soggetto genere / forma | Electronic books. |
| ISBN |
1-119-10433-5
1-119-19660-4 1-280-85528-2 9786610855285 0-470-14098-4 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
The WorldatWork Handbook of Compensation, Benefits & Total Rewards; Contents; Introduction: Redefi ning Employee Rewards; THE EVOLUTION OF REWARDS; About the Author; Chapter 1: Total Rewards: That Employees Value in the Employment Relationship; BROADENING THE DEFINITION OF TOTAL REWARDS; EVOLUTION OF THE WORLDATWORK TOTAL REWARDS MODEL; EXPLORING THE KEY AREAS; Chapter 2: Why the Total Rewards Approach Works; THE TOP FIVE ADVATAGES OF A TOTAL REWARDS APPROACH; REFERENCE; Chapter 3: Developing a Total Rewards Strategy; THE TOTAL REWARDS BLUEPRINT
FIVE COMMON WAYS A TOTAL REWARDS STRATEGY CAN GO ASTRAYCRYSTALLIZING THE SPIRIT OF YOUR TOTAL REWARDS PLAN; ISSUES THAT A TOTAL REWARDS STRATEGY SHOULD ADDRESS; THE BOTTOM LINE; Chapter 4: Designing a Total Rewards Program; STEP 1: ANALYZE AND ASSESS; STEP 2: DESIGN; STEP 3: DEVELOP; STEP 4: IMPLEMENT; STEP 5: COMMUNICATE; STEP 6: EVALUATE AND REVISE; Chapter 5: Communicating Total Rewards; A COMMUNICATIONS APPROACH WITH OOMPH; THE POWER OF COMMUNICATION; TOP MANAGEMENT BUY-IN; THE BOTTOM LINE; COMMUNICATION FUNDAMENTALS; MODELS OF COMMUNICATION; THE COMMUNICATION PROCESS COMMUNICATING THE PROGRAM'S RICHNESSSPECIAL SITUATIONS; MEDIA CONSIDERATIONS; A CASE STUDY: SOUTHERN COMPANY; TOTAL REWARDS BRANDING; MEDIA CHOICES; IMPLEMENTATION; PLANNING A CAMPAIGN; MANAGING A CAMPAIGN; MEASURING RETURN ON INVESTMENT; CRITICAL OUTCOMES; Chapter 6: Compensation Fundamentals; THE FOUNDATION: A COMPENSATION PHILOSOPHY; CHARACTERISTICS OF COMPENSATION PROGRAMS; ELEMENTS OF COMPENSATION; THE BASICS: BASE PAY; JOB ANALYSIS; JOB EVALUATION; MARKET ANALYSIS; SALARY RANGES; COMPETENCIES; INCENTIVE PAY; DESIGN ELEMENTS; REASONS FOR FAILURE; MANAGEMENT OF PAY FOR PERFORMANCE EFFECTIVE COMPENSATION MANAGEMENTChapter 7: Regulatory Environment: The FLSA and Other Laws That Affect Compensation Practices; FAIR LABOR STANDARDS ACT OF 1938; SHERMAN ANTITRUST ACT OF 1890; DAVIS-BACON ACT OF 1931; NATIONAL LABOR RELATIONS ACT; WALSH-HEALEY ACT; SERVICE CONTRACT ACT; ANTI-DISCRIMINATION LAWS; Chapter 8: Market Pricing; WHERE DO YOU BEGIN?; JOB ANALYSIS; JOB DOCUMENTATION AND JOB DESCRIPTIONS; JOB EVALUATION; BENCHMARK JOBS; COLLECTING THE RIGHT DATA; DECISION FACTORS IN COLLECTING MARKET DATA; KNOW THE MARKET: HALF THE BATTLE; GATHERING VALID DATA; DATA SOURCES CAPTURING COMPETITIVE MARKET DATA FOR HIGH-DEMAND JOBSCRUNCHING NUMBERS; OPTIONS FOR MEASURING CENTRAL TENDENCY; PERCENTILES; AGING DATA TO A COMMON POINT IN TIME; WEIGHTING MARKET DATA ACRESS SURVEY SOURCES; DEVELOPING MARKET INDEX OF COMPETITIVENESS; MARKET BLIPS-A WORD OF CAUTION; APPROACHES TO PROGRAM COSTS; HOW TO KEEP EMPLOYEES IN THE LOOP; OPENING THE PAY DIALOGUE; Chapter 9: Salary Surveys: A Snapshot; THE BIG PICTURE; DEFINITION AND PURPOSES; BENCHMARK SURVEYS; JOB MATCHING; JOB TITLE AND CHARACTERISTICS; SURVEY FREQUENCY; STRETCHING THE SALARY SURVEY BUDGET; BEHIND THE SCENES THE COMPENSATION PRACTITIONER'S ROLE |
| Record Nr. | UNINA-9910143689903321 |
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WorldatWork
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| Hoboken, N.J., : John Wiley & Sons, c2007 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
The WorldatWork handbook of compensation, benefits & total rewards [[electronic resource] ] : a comprehensive guide for HR professionals / / Worldatwork
| The WorldatWork handbook of compensation, benefits & total rewards [[electronic resource] ] : a comprehensive guide for HR professionals / / Worldatwork |
| Autore | WorldatWork |
| Edizione | [1st edition] |
| Pubbl/distr/stampa | Hoboken, N.J., : John Wiley & Sons, c2007 |
| Descrizione fisica | 1 online resource (866 p.) |
| Disciplina |
658.32
658.322 |
| Soggetto topico | Compensation management |
| ISBN |
1-119-10433-5
1-119-19660-4 1-280-85528-2 9786610855285 0-470-14098-4 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
The WorldatWork Handbook of Compensation, Benefits & Total Rewards; Contents; Introduction: Redefi ning Employee Rewards; THE EVOLUTION OF REWARDS; About the Author; Chapter 1: Total Rewards: That Employees Value in the Employment Relationship; BROADENING THE DEFINITION OF TOTAL REWARDS; EVOLUTION OF THE WORLDATWORK TOTAL REWARDS MODEL; EXPLORING THE KEY AREAS; Chapter 2: Why the Total Rewards Approach Works; THE TOP FIVE ADVATAGES OF A TOTAL REWARDS APPROACH; REFERENCE; Chapter 3: Developing a Total Rewards Strategy; THE TOTAL REWARDS BLUEPRINT
FIVE COMMON WAYS A TOTAL REWARDS STRATEGY CAN GO ASTRAYCRYSTALLIZING THE SPIRIT OF YOUR TOTAL REWARDS PLAN; ISSUES THAT A TOTAL REWARDS STRATEGY SHOULD ADDRESS; THE BOTTOM LINE; Chapter 4: Designing a Total Rewards Program; STEP 1: ANALYZE AND ASSESS; STEP 2: DESIGN; STEP 3: DEVELOP; STEP 4: IMPLEMENT; STEP 5: COMMUNICATE; STEP 6: EVALUATE AND REVISE; Chapter 5: Communicating Total Rewards; A COMMUNICATIONS APPROACH WITH OOMPH; THE POWER OF COMMUNICATION; TOP MANAGEMENT BUY-IN; THE BOTTOM LINE; COMMUNICATION FUNDAMENTALS; MODELS OF COMMUNICATION; THE COMMUNICATION PROCESS COMMUNICATING THE PROGRAM'S RICHNESSSPECIAL SITUATIONS; MEDIA CONSIDERATIONS; A CASE STUDY: SOUTHERN COMPANY; TOTAL REWARDS BRANDING; MEDIA CHOICES; IMPLEMENTATION; PLANNING A CAMPAIGN; MANAGING A CAMPAIGN; MEASURING RETURN ON INVESTMENT; CRITICAL OUTCOMES; Chapter 6: Compensation Fundamentals; THE FOUNDATION: A COMPENSATION PHILOSOPHY; CHARACTERISTICS OF COMPENSATION PROGRAMS; ELEMENTS OF COMPENSATION; THE BASICS: BASE PAY; JOB ANALYSIS; JOB EVALUATION; MARKET ANALYSIS; SALARY RANGES; COMPETENCIES; INCENTIVE PAY; DESIGN ELEMENTS; REASONS FOR FAILURE; MANAGEMENT OF PAY FOR PERFORMANCE EFFECTIVE COMPENSATION MANAGEMENTChapter 7: Regulatory Environment: The FLSA and Other Laws That Affect Compensation Practices; FAIR LABOR STANDARDS ACT OF 1938; SHERMAN ANTITRUST ACT OF 1890; DAVIS-BACON ACT OF 1931; NATIONAL LABOR RELATIONS ACT; WALSH-HEALEY ACT; SERVICE CONTRACT ACT; ANTI-DISCRIMINATION LAWS; Chapter 8: Market Pricing; WHERE DO YOU BEGIN?; JOB ANALYSIS; JOB DOCUMENTATION AND JOB DESCRIPTIONS; JOB EVALUATION; BENCHMARK JOBS; COLLECTING THE RIGHT DATA; DECISION FACTORS IN COLLECTING MARKET DATA; KNOW THE MARKET: HALF THE BATTLE; GATHERING VALID DATA; DATA SOURCES CAPTURING COMPETITIVE MARKET DATA FOR HIGH-DEMAND JOBSCRUNCHING NUMBERS; OPTIONS FOR MEASURING CENTRAL TENDENCY; PERCENTILES; AGING DATA TO A COMMON POINT IN TIME; WEIGHTING MARKET DATA ACRESS SURVEY SOURCES; DEVELOPING MARKET INDEX OF COMPETITIVENESS; MARKET BLIPS-A WORD OF CAUTION; APPROACHES TO PROGRAM COSTS; HOW TO KEEP EMPLOYEES IN THE LOOP; OPENING THE PAY DIALOGUE; Chapter 9: Salary Surveys: A Snapshot; THE BIG PICTURE; DEFINITION AND PURPOSES; BENCHMARK SURVEYS; JOB MATCHING; JOB TITLE AND CHARACTERISTICS; SURVEY FREQUENCY; STRETCHING THE SALARY SURVEY BUDGET; BEHIND THE SCENES THE COMPENSATION PRACTITIONER'S ROLE |
| Record Nr. | UNINA-9910829945803321 |
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WorldatWork
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| Hoboken, N.J., : John Wiley & Sons, c2007 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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Zielbasiert vergüten : Konzeptentwicklung mit Entscheidungsbausteinen / / von Klaus Watzka
| Zielbasiert vergüten : Konzeptentwicklung mit Entscheidungsbausteinen / / von Klaus Watzka |
| Autore | Watzka Klaus |
| Edizione | [1st ed. 2016.] |
| Pubbl/distr/stampa | Wiesbaden : , : Springer Fachmedien Wiesbaden : , : Imprint : Springer Gabler, , 2016 |
| Descrizione fisica | 1 online resource (VIII, 71 S. 17 Abb.) |
| Disciplina | 658.322 |
| Collana | essentials |
| Soggetto topico |
Leadership
Business Strategy/Leadership |
| ISBN | 3-658-13160-8 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | ger |
| Nota di contenuto | Aufbau- und Ablaufprinzipien zielorientierter Führungssysteme -- Entscheidungsbausteine für zielbasierte Vergütungssysteme -- Risiken zielbasierter Vergütung -- Arbeitsrechtliche Hinweise zur Systemgestaltung. |
| Record Nr. | UNINA-9910483616303321 |
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Watzka Klaus
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| Wiesbaden : , : Springer Fachmedien Wiesbaden : , : Imprint : Springer Gabler, , 2016 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
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