The remuneration handbook : a practical and informative handbook for managing reward and recognition

Cover -- Title Page -- Endorsements -- Copyright Page -- Title Page 2 -- Acknowledgements -- Foreword -- Contents -- About the authors -- List of contributors -- Preface -- Acronyms used -- CHAPTER 1 Organisation Strategy and Reward Policy -- 1.1 Introduction -- 1.2 Context -- 1.3 Organisation strategy -- 5 1.4 Flexible reward practices -- 1.5 Multi-dimensional construct of reward -- 1.6 Remuneration strategy -- 1.7 Remuneration policy -- 1.8 Role of the remuneration committee -- 1.9 Conclusion -- 1.10 Summary -- CHAPTER 2 Job Roles and Competence -- 2.1 Overview -- 2.2 Terminology -- 2.3 Uses for job descriptions -- 2.4 Factors influencing jobs -- 2.5 Planning and preparation for job description writing -- 2.6 Understanding a typical job description form -- 2.7 The job description interview -- 2.8 Writing up the job description -- 2.9 Checking and obtaining commitment to a job description -- 2.10 Summary -- 2.11 Exercise -- CHAPTER 3 Job Evaluation -- 3.1 Introduction -- 3.2 The need for job evaluation -- 3.3 When should job evaluation be used? -- 3.4 Terminology -- 3.5 Why job evaluation? -- 3.6 Benefits of job evaluation -- 3.7 Understanding the organisation structure -- 3.8 Information for recruitment -- 3.9 Further benefits -- 3.10 Job evaluation process -- 3.11 Job descriptions and job grading (stage 1) -- 3.12 Why job evaluation systems fail -- 3.13 Choice of a job evaluation system -- 3.14 Categorisation of job evaluation systems -- 3.15 Points to remember when evaluating jobs -- 3.16 Job evaluation: frequently asked questions and sample answers -- 3.17 Summary -- 3.18 Exercise -- CHAPTER 4 Broad-banding -- 4.1 Broad-banding -- 4.2 Reasons for implementing broad-banding -- 4.3 Implementation of the broad-banding strategy -- 4.4 Paradigm shifts: new versus traditional business models -- 4.5 The customer-driven approach.