Tóm tắt
Discusses how, ideally, senior managers should approach the
installation of a staff rewards structure sequentially: process and
openness, job descriptions, evaluation of jobs, salary policy curve,
grades, anomalies, cost of living increases, maintaining the rewards
structure, market rate problems, perks, relationship with consultants,
and rewarding individuals. Stresses the need for differentiating between
job and job holder, and between poor and good performers and highlights
the substantial investment involved.
