compensation km hr compensation system tm designing knowledge management talent management compensation management employee benefits pay compensation and benefits skill based pay job evaluation job analysis incentive pay person focus to pay perquisites pay for person pay for performance knowledge creating hrm introduction executive executive compensation case study job description business strategy compensation strategy variable pay person based pay competency based pay job based pay creating internal equity through job analysis and equity theory building internally consistent compensation system internal equity pay structure team linking merit pay with competitive strategy team based pay incentive merit pay establishing pay plans seniority pay longevity pay minimum wage incentives factors affecting wages fair wage fringe benefits concept of reward system of compensating concept of compensation compensation dimensions living wage wage and salary non-financial compensation system role of compensation in organisation concept of total reward system flexible benefits pay for position new trends systems competency role developing types building talent management system tm system sustainable hrm competencies employee behaviour components benefits person focus strategic compensation job specification types of data collected through job analysis types of equity equity components of compensation system internally consistent advantages of seniority pay seniority longevity pay for assassment competency effectiveness core competency core competencies knowledge breadth breadth of knowledge knowledge depth depth of knowledge elements of merit pay linking competitive strategy disadvantages of team based pay advantages of team based pay stock options scheme esop employee stock ownership plan profit sharing gain-sharing types of team based pay aim of team based pay individual performance related pay payment by result pbr incentive pay and team based pay objectives of pay plans methods of wage survey wage survey market wage surey salary survey compensation plan compensation philosophy pay plans establishing plans human resource strategy business aligning aligning compensation strategy with hr strategy & time wage plan merits of piece wage merits of time wage broad-banding piece wage plan demerits of time wage piece wage plan environment time wage plan environment balanced wage plan merits of balanced wage demerits of piece wage organisation job job characteristics system non-financial cafeteria compensation workplace flexibility flexible compensation flextime modified retirement job sharing job environment telecommuting compressed workweek part-time work pay transparency broad banding work-life balance new trends in compensation management five elements of total rewards total reward reward developmental & career opportunities performance & recognition work-life compensation context exploring & defining compensation context calculation of minimum wage govt. regulations for compensation in india factors influencing compensation extrinsic compensation components of compensation total compensation intrinsic compensation fringe benafits compensation and reward compensation package central government employees compensation for indian central government employe income equivalent payments payment for work and performance health accident and liability protection spouse/family income continuation benefit loss of job income continuation benefit deferred income disability income continuation benefit payment for non-working days pay for knowledge 3-p compensation choosing compensation survey conducted by third pa building market competitive compensation system personal equity advantages & disadvantages of point method job analysis methods job evaluation methods advantages & disadvantages of factor comparison me advantages & disadvantages of ranking method job descriptions external equity individual equity advantages & disadvantages of classification metho steps in the job evaluation process pay for knowledge program constructing a pay structure designing pay for knowledge program knowledge program individual contribution building pay structures that recognise individual person f merit bases for modern pay system bases for traditional pay system hr strategy aligning compensation strategy with business strat time wage method piece wage method exploring and defining compensation context balance wage method 3 p compensation concept new trends in compensation management - flexible b 3 p compensation concept: pay for position processes organisational impacts people products organisational performance knowledge management assessment assessment influencing factors knowledge management systems mechanisms infrastructure solutions alvesson earl hansen framework knowledge management framework of hansen earl and alvesson alternative views alternative views & types of knowledge nature nature of knowledge management rise of knowledge worker location of knowledge knowledge worker rise location kif key processes knowledge intensive firms features information systems valid model steps leaders strategy information information strategy characteristics competency meaning grid dealing with talent management institutional strategies segmenting talent reservoir overview life work work life integration integration strategic strategic hrm lens of theorizing paradox theory paradox framework sustainable hrm model paauwe’s international six sigma process scorecard outsourcing roi index mergers global human resource management emotional intelligence designing and planning employee benefit program totally integrated legal funding veba costing employee benefit epf esi strategic compensation management strategic management 3p compensation question paper assignments internal assessment questions and answers flexible workforce central government benefit
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