English  |  正體中文  |  简体中文  |  全文笔数/总笔数 : 54924/89265 (62%)
造访人次 : 10601364      在线人数 : 33
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library & TKU Library IR team.
搜寻范围 查询小技巧:
  • 您可在西文检索词汇前后加上"双引号",以获取较精准的检索结果
  • 若欲以作者姓名搜寻,建议至进阶搜寻限定作者字段,可获得较完整数据
  • 进阶搜寻


    jsp.display-item.identifier=請使用永久網址來引用或連結此文件: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/19764


    题名: Key Trends of the Total Reward System in the 21st Century
    作者: Chen, Hai-ming;Hsieh, Yi-hua
    贡献者: 淡江大學經營決策學系;淡江大學會計學系
    关键词: Competitive advantage;generic strategies;organizational life cycle;inventive reward
    日期: 2006-11
    上传时间: 2013-06-07 10:34:44 (UTC+8)
    出版者: Thousand Oaks: Sage Publications, Inc.
    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.
    關聯: Compensation and Benefits Review 38(6), pp.64-70
    DOI: 10.1177/0886368706292542
    显示于类别:[管理科學學系暨研究所] 期刊論文
    [歷史學系暨研究所] 學位論文

    文件中的档案:

    档案 大小格式浏览次数
    0886-3687_38(64)p64-70.pdf115KbAdobe PDF328检视/开启

    在機構典藏中所有的数据项都受到原著作权保护.

    TAIR相关文章

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library & TKU Library IR teams. Copyright ©   - 回馈