Armstrong's Handbook of Reward Management Practice

Improving Performance Through Reward
7. Auflage 2023
ISBN: 978-1-3986-1112-2
Verlag: Kogan Page

Buch, Englisch, 448 Seiten, Format (B × H): 170 mm x 244 mm, Gewicht: 768 g

Armstrong's Handbook of Reward Management Practice is the essential guide to comprehending, developing and implementing effective reward strategies. This updated seventh edition incorporates the latest research and developments within reward management, including the reward implications of Covid and the 'great resignation' and rewarding remote and hybrid workers. Revisions also contain updates on reward structures, equal pay, employee benefits including wellbeing benefits, total rewards and smart rewards. This book covers all the crucial aspects of improving organizational, team and individual performance through reward processes, including financial and non-financial rewards, job evaluation, grade and pay structures, rewarding specific employee groups and ethical considerations. Armstrong's Handbook of Reward Management Practice bridges the gap between the academic and practitioner and is ideally suited to both HR professionals and those studying for HR qualifications, including master's degrees and the CIPD's intermediate and advanced level qualifications. Tips and checklists and can be found throughout, alongside case studies from organizations including General Motors, and the UK National Health Service. Online supporting resources include lecture slides and comprehensive handbooks for both lecturers and students, which include learning summaries, discussion questions, literature reviews and glossaries.

Autoren/Hrsg.

Armstrong, Michael

Brown, Duncan

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

• • Chapter - 00: Introduction;
• Section - ONE: Fundamentals of reward management;
• • Chapter - 01: Reward management – An overview;
  • Chapter - 02: Strategic reward;
  • Chapter - 03: Total reward;
• Section - TWO: Aspects of reward management;
• • Chapter - 04: Factors affecting reward;
  • Chapter - 05: Financial rewards;
  • Chapter - 06: Non-financial rewards;
  • Chapter - 07: Motivation and reward;
  • Chapter - 08: Engagement and reward;
  • Chapter - 09: Performance and reward;
  • Chapter - 10: Financial well-being;
  • Chapter - 11: The gender pay gap;
  • Chapter - 12: The ethical approach to reward and performance management;
• Section - Section THREE: Base pay management;
• • Chapter - 13: Job evaluation;
  • Chapter - 14: Market pricing;
  • Chapter - 15: Grade and pay structures;
• Section - FOUR: Rewarding and recognizing performance;
• • Chapter - 16: Pay progression through contingent pay;
  • Chapter - 17: Bonus schemes;
  • Chapter - 18: Team pay;
  • Chapter - 19: Rewarding for business performance;
  • Chapter - 20: Recognition;
• Section - FIVE: Rewarding special groups;
• • Chapter - 21: Rewarding chief executives;
  • Chapter - 22: Rewarding sales and customer service staff;
  • Chapter - 23: Rewarding knowledge workers;
  • Chapter - 24: Rewarding manual workers;
  • Chapter - 25: International reward;
• Section - SIX: Employee benefits;
• • Chapter - 26: Employee pensions and benefits;
  • Chapter - 27: Flexible benefits;
• Section - SEVEN: The practice of reward management;
• • Chapter - 28: Evidence-based reward management;
  • Chapter - 29: Managing reward systems;
  • Chapter - 30: Managing reward risk;
  • Chapter - 31: Responsibility for reward;
  • Chapter - 32: Reward management developments in the UK

Über Autor(innen)

Brown, Duncan
<p><b>Duncan Brown</b> is an independent rewards adviser and researcher. He has more than 30 years' experience with employers including IES, Aon Hewitt, PwC and Willis Towers Watson. He also spent five years as Assistant Director General and head of research and policy at the CIPD.
His recent clients have included major firms such as Network Rail and Shell, public sector bodies such as the National Health Service and Equalities and Human Rights Commission; and not-for-profit organizations such as the Council of Europe, Church of England, Unicef and the RSPCA.

Duncan advises a number of remuneration committee including Christian Aid and the London School of Economics. He is an employer trustee for the CIPD Pension Plan. He has participated on Government taskforces concerned with fair pay (the Hutton Review), engagement, pensions and gender pay reporting. He has advised government reviews on the pay setting methods for key public sector workers including doctors and dentists, the judiciary and Armed Forces personnel.</p>

Armstrong, Michael
<p><b>Michael Armstrong</b> is the UK's bestselling author of Human Resource Management books including <b><i>Armstrong's Handbook of Human Resource Management Practice</i></b>, <b><i>Armstrong's Handbook of Strategic Human Resource Management</i>, </b><i><b>Armstrong's Handbook of Reward Management Practice</b> </i>and <b><i>Armstrong's Handbook of Performance Management </i></b>and several other titles published by Kogan Page. His books have sold over a million copies and have been translated into twenty-one languages.

<b>Michael Armstrong</b> is a Companion and former Chief Examiner of the Chartered Institute of Personnel and Development (CIPD), the co-founder and a managing partner of E-Reward, one of the UK's first websites dedicated solely to reward management. Prior to this he was an HR director of a publishing company and an independent management consultant. He is based in London, UK.</p>

Michael Armstrong is the UK's bestselling author of HRM books including Armstrong's Handbook of Human Resource Management Practice. Based in London, UK, he is a former Chief Examiner of the Chartered Institute of Personnel and Development (CIPD). Duncan Brown is an independent rewards adviser and researcher. He has more than 30 years' experience with employers including IES, Aon Hewitt, PwC and Willis Towers Watson. He also spent five years as Assistant Director General and head of research and policy at the CIPD.