期刊論文
| 學年 | 95 |
|---|---|
| 學期 | 1 |
| 出版（發表）日期 | 2006-11-01 |
| 作品名稱 | Key Trends of the Total Reward System in the 21st Century |
| 作品名稱（其他語言） | |
| 著者 | Chen, Hai-ming; Hsieh, Yi-hua |
| 單位 | 淡江大學經營決策學系; 淡江大學會計學系 |
| 出版者 | Thousand Oaks: Sage Publications, Inc. |
| 著錄名稱、卷期、頁數 | Compensation and Benefits Review 38(6), pp.64-70 |
| 摘要 | Purpose - Identifies the main trends within company remuneration systems, placing these in the context of strategic human resource management. Design/methodology/approach - Sets out the overall company factors that shape company remuneration systems. Lists the main trends that are affecting remuneration systems and discusses their implications for the design of future remuneration systems. Findings - Identifies six main trends - a trend away from linking pay to seniority and towards linking it to performance and contribution to the company; away from focusing on salary alone and towards including a portfolio of salary, benefits, non-cash rewards and other reward methods; away from only offering extrinsic motivation towards including intrinsic motivation; away from offering rewards at set times towards offering rewards when most appropriate and effective; away from offering a single, standard approach to remuneration and reward towards offering an approach that is more tailored to individual employees; and away from being a stand-alone system towards being linked to organizational goals and conditions. Sees these trends as bringing in a total rewards system that will have a direct effect on company performance. Purpose - Identifies the main trends within company remuneration systems, placing these in the context of strategic human resource management. Design/methodology/approach - Sets out the overall company factors that shape company remuneration systems. Lists the main trends that are affecting remuneration systems and discusses their implications for the design of future remuneration systems. Findings - Identifies six main trends - a trend away from linking pay to seniority and towards linking it to performance and contribution to the company; away from focusing on salary alone and towards including a portfolio of salary, benefits, non-cash rewards and other reward methods; away from only offering extrinsic motivation towards including intrinsic motivation; away from offering rewards at set times towards offering rewards when most appropriate and effective; away from offering a single, standard approach to remuneration and reward towards offering an approach that is more tailored to individual employees; and away from being a stand-alone system towards being linked to organizational goals and conditions. Sees these trends as bringing in a total rewards system that will have a direct effect on company performance. |
| 關鍵字 | Competitive advantage;generic strategies;organizational life cycle;inventive reward |
| 語言 | en |
| ISSN | 0886-3687 |
| 期刊性質 | 國外 |
| 收錄於 | |
| 產學合作 | |
| 通訊作者 | |
| 審稿制度 | |
| 國別 | USA |
| 公開徵稿 | |
| 出版型式 | 紙本 |
| 相關連結 |
機構典藏連結 ( http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/19764 ) |