A reconized expert offers a timely examination of variable pay basics, the latest trends, and creative options. The guide's practical slant is enhanced by numerous formulas, examples, and graphs that demonstrate how variable pay can yield impressive gains in productivity.
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Book Description
"Variable pay systems are widely used as alternatives to traditional compensation programs. Now a recognized expert offers a timely examination of variable pay basics, the latest trends, and creative options. Readers will discover how to:
* gain a competitive advantage through variable pay plans
* create or redesign a system to meet an organization's particular needs
* evaluate traditional plans versus the three types of variable pay plans
* organize and prepare a launch team
* implement a complete 19-step process
The guide's practical slant is enhanced by numerous formulas, examples, and graphs that demonstrate how variable pay can yield impressive gains in productivity."
About the Author
JOHN G. BELCHER, JR. (Houston, TX) is founder of J. G. Belcher Associates, a compensation consulting firm. He is a past vice president of the American Productivity and Quality Center and the author of Gain Sharing and Productivity Plus.
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Most Helpful Customer Reviews
44 of 48 people found the following review helpful:
5.0 out of 5 stars
" What's Wrong With Traditional Reward System ? ",
By Turgay BUGDACIGIL (Istanbul, Turkey) - See all my reviews
This review is from: How to Design & Implement a Results-Oriented Variable Pay System (Hardcover)
As asserted by Belcher "traditional approaches to compensation do not meet today's business needs and are failing American industry. As the recognition of failure grows, U.S. companies are rapidly adopting alternative reward systems in an attempt to deal with the challenges of an increasingly competitive marketplace."What's wrong with this traditional reward system? According to Belcher : * tradional reward systems compensate, but do not reward. * traditional reward systems do not reinforce teamwork. * traditional reward systems do not support strategic business priorities. * traditional reward systems are inflexible and are not reflective of business results. Then, variable/alternative pay system vs. traditional pay/reward system. Variable pay system is defined by Belcher as an alternative compensation system that ties pay to business outcomes and supports a participative management process. Cash payouts are based on a predetermined measure or measures of group or organizational performance. This study is highly recommended for HR professionals and line managers. See also : * The New Pay-J. Schuster, P. Zingheim * Strategic Pay-E. Lawler * Aligning Pay and Results-H. Risher * Rewards That Drive High Performance-T. Wilson
1 of 3 people found the following review helpful:
4.0 out of 5 stars
Good For Design,
By
This review is from: How to Design & Implement a Results-Oriented Variable Pay System (Hardcover)
Its a book that really guides you trough the steps of the design process.
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Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
Inside This Book
(learn more)
First Sentence:
Traditional approaches to compensation do not meet today's business needs and are failing American industry. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
variable pay formula, variable pay system, rolling average payout, variable pay measures, capital investment adjustments, variable pay pool, variable pay plan, percent employee share, variable pay program, valuing improvements, payout frequency, payout provision, internal quality measures, profit gate, quarterly payout, frequent payouts, recordable accidents, deficit reserve, target baselines, cash profit sharing, one design team, bonus period, participating employees, baseline decision, payout plan Key Phrases - Capitalized Phrases (CAPs): (learn more)
New York, Results-Oriented Variable Pay System Table, American Compensation Association, Scientific Management, San Francisco, Scanlon Plan, The Conference Board, Benefits Review, Gulf Publishing Company, The New Path, The New Pay New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
Traditional approaches to compensation do not meet today's business needs and are failing American industry. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
variable pay formula, variable pay system, rolling average payout, variable pay measures, capital investment adjustments, variable pay pool, variable pay plan, percent employee share, variable pay program, valuing improvements, payout frequency, payout provision, internal quality measures, profit gate, quarterly payout, frequent payouts, recordable accidents, deficit reserve, target baselines, cash profit sharing, one design team, bonus period, participating employees, baseline decision, payout plan Key Phrases - Capitalized Phrases (CAPs): (learn more)
New York, Results-Oriented Variable Pay System Table, American Compensation Association, Scientific Management, San Francisco, Scanlon Plan, The Conference Board, Benefits Review, Gulf Publishing Company, The New Path, The New Pay New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
Citations (learn more)
This book cites 10
books:
See all 10 books this book cites
2
books
cite this book:
- Gain Sharing by John G., Jr. Belcher on 5 pages
- Compensation, Organizational Strategy, and Firm Performance (South-Western Series in Human Resources Management) by Luis R. Gomez-Mejia on page 15, and Back Matter
- The Ultimate Advantage by Edward E. Lawler III in Back Matter
- Large-Scale Organizational Change (Jossey Bass Business and Management Series) by Allan M. Mohrman Jr. on page 15
- The Performance Imperative: Strategies for Enhancing Workforce Effectiveness (Jossey Bass Business and Management Series) by Howard Risher in Back Matter
See all 10 books this book cites
- Managing Operational Risk: 20 Firmwide Best Practice Strategiess by Douglas G. Hoffman on page 491
- The Compensation Handbook by Lance Berger on page 216
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