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Examines the conceptual principles of job evaluation, reviews different methods and techniques of implementations, and reveals examples of company practice.
Job evaluation is key to ensuring that employees are compensated fairly for their work. It is therefore essential that HR professionals have a robust process in place so that pay and reward are transparent and defensible within teams and across departments. Armstrong's Job Evaluation Handbook gives HR professionals all the tools they need to assess which approach to job evaluation is most suitable, how to implement it and how to maintain it. Packed with case studies from leading organizations such as Microsoft, Vodafone and the NHS, this guide will provide HR professionals with the ability to answer key questions such as how can we decide what is fair to pay our staff, how can we make sure that work of equal value receives equal pay and how can we make sure that our salaries remain competitive in the market? Armstrong's Job Evaluation Handbook covers everything needed to put effective job evaluation processes in place, including analytical matching and market pricing, developing job grades and defining pay structures. There is also coverage of the latest trends and issues in job evaluation, such as the decline in points-rated systems and the use of levelling by consultants. Underpinned by original research, this is a book that no HR department can afford to be without.
Most managers hate conducting performance appraisal discussions. What's worse, few feel confident in their ability to accurately assess the performance of a subordinate. In The Performance Appraisal Question and Answer Book, expert Dick Grote answers over 100 of the most common -- and most difficult -- questions about this vitally important but often misunderstood and misused tool, including:* How should I react when an employee starts crying during the appraisal discussion . . . or gets mad at me?* Which is more important -- the results the person achieved or the way she went about doing the.
This well-written and thoroughly illustrated description of the principles of job evaluation, first published in 1975, sets out to compare the relative usefulness and practical relevance of a wide range of methods within the overall context of remuneration policy and organisational effectiveness. The aim is to help the practising personnel specialist, in the knowledge of best current practice and the latest research. This book will also be of interest to students of business studies and human resource management.
As a recent E-Reward survey has shown, interest in job evaluation is increasing. Organisations are recognizing the need to adopt a logical, systematic and defensible approach to creating equitable pay structures and, importantly, dealing with equal pay issues. Job Evaluation provides a practical guide to designing, introducing and managing job evaluation processes and the pay structures associated with them. Written by four recognized experts in the field, this is the first book on job evaluation to focus on equal value issues. It deals not only with job evaluation techniques but also with the practical implications of using job evaluation to achieve equal pay and provide essential data for use in equal pay reviews. The book also reflects the growing realization that there is a need to take action to completely remove gender pay inequalities, to develop equal pay guidelines, as well as to develop a procedure for conducting equal pay reviews. This is the most up to date book on the subject and will be relevant to both employers and trade unions.
Poels offers step-by-step guidance on developing a system of job descriptions, job evaluation and corresponding salary structure. Topics discussed include setting up computerised systems, and integrating performance-related pay.
The Human Resources Program-Evaluation Handbook is the first book to present state-of-the-art procedures for evaluating and improving human resources programs. Editors Jack E. Edwards, John C. Scott, and Nambury S. Raju provide a user-friendly yet scientifically rigorous "how to" guide to organizational program-evaluation. Integrating perspectives from a variety of human resources and organizational behavior programs, a wide array of contributing professors, consultants, and governmental personnel successfully link scientific information to practical application. Designed for academics and graduate students in industrial-organizational psychology, human resources management, and business, the handbook is also an essential resource for human resources professionals, consultants, and policy makers.