Beruflich Dokumente
Kultur Dokumente
Chapter 11
Gary
Dessler
Part 4 Compensation
112
Figure 121
123
Direct Compensation
Base
BasePay
Pay
The
Thebasic
basicmonetary
monetarycompensation
compensationthat
thatan
anemployee
employee
receives,
receives,usually
usuallyas
asaawage
wageor
orsalary.
salary.
Wages
Wages
Payments
Paymentscalculated
calculatedon
onthe
theamount
amountof
oftime
timeworked.
worked.
Salary
Salary
Consistent
Consistentpayments
paymentsmade
madeeach
eachperiod
periodregardless
regardless
of
ofthe
thenumber
numberof
ofhours
hoursworked
workedin
inthe
theperiod.
period.
Variable
VariablePay
Pay
Compensation
Compensationlinked
linkedto
toindividual,
individual,team,
team,or
or
organizational
organizationalperformance.
performance.
124
Non-exempt Employees
Employees who must be paid overtime
under the Fair Labor Standards Act.
Hourly
Salaried non-exempt
Copyright 2005 Thomson Business & Professional
Publishing. All rights reserved.
125
Exempt Administrators
Executive assistant to the president
Personnel directors
Credit managers
Purchasing agents
Nonexempt
Paralegals
Nonlicensed accountants
Accounting clerks
Newspaper writers
Working foreman/forewoman
Working supervisor
Lead worker
Management trainees
Secretaries
Clerical employees
Inspectors
Statisticians
Note: These lists are general in nature, and exceptions
exist. Any questionable allocation of exemption status
should be reviewed by labor legal counsel.
Figure 111
116
Aligned
reward strategy
and
Compensation
The employers basic task is to create a
bundle of rewardsa total reward package
specifically aimed at eliciting the employee
behaviors the firm needs to support and
achieve its competitive strategy.
The HR or compensation manager will write
the policies in conjunction with top
management, in a manner such that the
policies are consistent with the firms
strategic aims.
2005 Prentice Hall Inc. All rights reserved.
117
Table 111
118
119
1110
1111
1112
1113
1114
1115
1116
Compensable factor
A fundamental, compensable element of a
job, such as skills, effort, responsibility, and
working conditions.
Equal Pay Act focuses on these four elements
Hay consulting firm focuses on know-how, problem
solving and accountability
1117
1118
Rank jobs.
Combine ratings. (Average raters rankings)
1119
Grades:
A job classification system like class system,
although grades often contain dissimilar jobs, such
as secretaries, mechanics and firefighters.
Grade descriptions are written based on
compensable factors listed in classification system.
1120
1121
1123
1124
1125
1126
Figure 114
2005 Prentice Hall Inc. All rights reserved.
1127
1128
Compensating managers
1130
1131
1133
Strategic Compensation
Strategic compensation
Using the compensation plan to support the
companys strategic aims.
Focuses employees attention on the values of
winning, execution, and speed, and on being better,
faster, and more competitive..
1134
Strategic Compensation
IBMs strategic compensation plan:
The marketplace rules.
Switched from a previous single salary structure to different
salary structures and merit budgets
Managers manage.
Managers get a budget and are advised to pay stars more
1135
Comparable Worth
Refers to the requirement to pay men and women
equal wages for jobs that are of comparable (rather
than strictly equal) value to the employer.
Seeks to address the issue that women have jobs
that are dissimilar to those of men and those jobs
often consistently valued less than mens jobs.
What are some reasons women may make less than
men in the workplace?
1136
1137