Pay vs. worth: Not the same, not always fair
- Effects of Performance-Contingent Pay on Employee Attitudes. Schay, Brigitte W. // Public Personnel Management;Summer88, Vol. 17 Issue 2, p237
Examines the performance-contingent pay on civilian employee attitudes at the four Navy Research and Development laboratories in California. Description of the pay-for-performance system of the Navy demonstration project; Relationship between three major variables of interest in merit pay...
- Councils swap PRP for staff development. Littlefield, David // People Management;09/26/96, Vol. 2 Issue 19, p15
Relates that the London Borough of Brent has already chosen to abandon its performance-related pay (PRP) scheme following a decision by the new Labour administration. History of PRP scheme; Cambridgeshire County Council's dismissal of its PRP scheme as part of an overhaul of salary policy;...
- What Do Our Employees Really Want in Their Comp Program? Maciekowich, Michael F. // Business Journal (Central New York);09/15/2000, Vol. 14 Issue 37, p20
Analyzes the compensation components employees find most attractive. Employee preference for involvement, respect, recognition and flexibility; Study findings on the relationship between rewards, attitudes and organization commitment, performance and retention; Preference of most employees for...
- Don't fall into gender bias trap. Burn, Derek // Personnel Today;06/04/2002, p7
Analyzes the elements of pay-related audit of a performance appraisal scheme. Development of the scheme with a degree of consensus; Importance of including the scheme in everyday management; Advantages of the performance appraisal system.
- THE CHANGING NATURE OF PAY SYSTEMS AND THE NEED FOR NEW MIDRANGE THEORIES OF PAY. Heneman, Robert L. // Human Resource Management Review;Fall2000, Vol. 10 Issue 3, p245
Previous research suggests that new pay systems (e.g., variable pay and skill based pay) are related to improved employee and organizational performance. Less certain, however, is why these new forms of pay systems work and under what conditions they are likely to work. Current compensation...
- Lessons of the private sector are too important to ignore. Barkey, Patrick // Indianapolis Business Journal;08/28/2000, Vol. 21 Issue 24, p49A
Focuses on the debate over the merits of pay increase for city employees in Muncie, Indiana. Passing of the higher payroll cost to taxpayers; Difference between the way public and private sectors address the issue of pay increase; Opportunities for savings through productivity improvements in...
- Performance-based compensation. McSparran, M. Kent // Beverage World;Sep93, Vol. 112 Issue 1549, p119
Advises on the implementation of performance-based compensation. Implications of endurance-based pay; Atmosphere of entitlement; Merit raises; Performance pay in the beverage business; Discretionary bonuses; Definition and measurement of performance; Need for performance pay to be motivational;...
- New Pay Programs Boost Retention. Williams, Valerie L.; Sunderland, Jennifer E. // Workforce;May99, Vol. 78 Issue 5, p36
Offers tips on how to create an effective pay programs. Factors which employees weigh when making employment decisions; Significance of a company's compensation systems; How to design the right pay program.
- IN PRACTICE. // Training & Development Journal;Apr91, Vol. 45 Issue 4, p11
Analyzes the wage system applied to women workers in the United States. Reasons behind the lower wages received by women employees as compared to male workers; Factors that hinder the career development of mothers.