Download PDF by Armstrong M. : A Handbook of Employee Reward Management and Practice

By Armstrong M.

ISBN-10: 0749449624

ISBN-13: 9780749449629

A definitive textual content, this guide offers information at the quite a few techniques you can still use in constructing and dealing with gift options, rules, and tactics. This moment version has been thoroughly up to date to symbolize the newest considering and perform on present administration. It contains new study, new case stories, and new chapters on engagement and dedication, bonus schemes, lucrative wisdom staff, and the accountability for gift.

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Extra resources for A Handbook of Employee Reward Management and Practice

Example text

Actually, now our philosophy is that 30 The fundamentals of reward management you are paid to do a good job, and if you are paid the right rate you only get more if you are contributing more or because the market has moved. Otherwise you are being paid the right price. uk, Stockport 3 Ulrich, D (1997) Human Resource Champions, Harvard Business School Press, Boston, MA 4 Armstrong, M and Brown, D (2006) Strategic Reward, Kogan Page, London 5 Office of the Deputy Prime Minister and the Local Government Employers’ Association (2003) Pay and Workforce Strategy for Local Government, Office of the Deputy Prime Minister/Local Government Employers’ Association, London 3 Total reward The concept of total reward is exerting considerable influence on reward strategies.

4. Appreciation. Lands’ End favours the term ‘appreciation’ over ‘recognition’, since it thinks the latter suggests something tangible. It prefers to look for any and every opportunity to demonstrate its real appreciation of what staff do. The company tries to show its appreciation by promoting six dimensions of employee wellbeing: 44 The fundamentals of reward management – physical; – emotional; – intellectual; – social; – spiritual; – occupational. 5. Make work challenging and fun. Where jobs are repetitive or less challenging, it is particularly important to provide some challenge and fun.

Organizations with a clear vision and a set of integrated and enacted values are likely to project themselves as being rewarding to work for. DEVELOPING A TOTAL REWARD APPROACH The transactional and tangible elements of total reward (financial rewards) are quite clear cut. It may not be easy to make them work well but, as explained in later chapters of this book, it is not too difficult to decide on what needs to be done. There are plenty of guidelines available to help in selecting the approach and to indicate the means available for the design and implementation of tangible reward processes.

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A Handbook of Employee Reward Management and Practice by Armstrong M.

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