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薪酬管理:英文版
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薪酬管理:英文版

作者：(美)巴里·格哈特(Barry Gerh
出版社：中国人民大学出版社出版时间：2021-01-01
开本： 28cm 页数： 569页
本类榜单：教材销量榜
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薪酬管理:英文版 版权信息

薪酬管理:英文版 内容简介

　　《薪酬管理（英文版·第13版）工商管理经典丛书·人力资源管理系列；高等学校经济管理类双语教学课程用书》是一本英文影印删减版图书，原著一直是美国学术界和企业界极负盛名的薪酬管理著作之一。全书以薪酬模型和薪酬战略为核心，从内部一致性、外部竞争性、员工贡献、员工福利、薪酬拓展、薪酬管理六大领域，深入探讨了薪酬管理涉及的各个人力资源管理模块。　　第13版是**版，紧跟薪酬管理研究前沿，全面展示了动态环境下薪酬在人力资源管理和企业战略中的重要作用，详尽介绍了薪酬管理理论和实践在全球的**发展，突出强调了总薪酬及其对获得可持续竞争优势的重要性。　　《薪酬管理（英文版·第13版）工商管理经典丛书·人力资源管理系列；高等学校经济管理类双语教学课程用书》非常适合用作高校本科生、研究生双语教学或全英教学用书，也适合实务界人士阅读和参考。

薪酬管理:英文版 目录

第Ⅰ篇 引入薪酬模型和薪酬战略
第1章 薪酬模型
第2章 战略：决策的总体性
第Ⅱ篇 内部一致性：决定薪酬结构
第3章 内部一致性的界定
第4章 职位分析
第5章 基于职位的结构与职位评价
第6章 基于人的结构
第Ⅲ篇 外部竞争性：决定薪酬水平
第7章 竞争性的界定
第8章 设计薪酬水平、薪酬组合与薪酬结构
第Ⅳ篇 雇员贡献：决定个人报酬
第9章 绩效薪酬：理论与证据
第10章 绩效薪酬：计划的类型
第11章 绩效评价
第Ⅴ篇 雇员福利
第12章 福利的决定过程
第Ⅵ篇 薪酬制度的扩展
第13章 特殊群体的薪酬：高管和其他
第14章 工会在薪酬管理中的作用
第15章 国际化的薪酬制度
第Ⅶ篇 薪酬制度的管理
第16章 管理：让薪酬真正发挥作用
展开全部

薪酬管理:英文版 节选

You can’t read a news article or blog today without someone talking about compensation (wages/salaries, but also benefits like health care and retirement). Compensation is uniquely important in organizations because it typically represents the single largest operating cost, especially where employee skills or human capital are the source of competitive advantage (e.g., Google/Alphabet, Facebook; investment banking, law,accounting, and consulting firms; professional sports teams; universities). Compensation is also important because employees regularly report it as the most important factor that goes into their decision of whether to take a job or stay in a job. Compensation also plays a major role in what employees choose to do on the job: their effort level, where they direct their effort/what goals they pursue, how cooperative they are, how flexible they are, how ethical they are, and so forth. These all add up to determine how efficient, innovative, customer-oriented and (in the case of for-profit) how profitable an organization is over time. Profits, in turn, create jobs. In the absence of profits, jobs disappear. An organization that pays too much, pays too little, ties too much compensation up as fixed costs, and/or pays for the wrong things puts the company, its investors, and its employees at risk. On the other hand, designing and executing an effective compensation strategy can play a key role in great shared success. Compensation challenges ebb and flow with changes in the economy. The Financial Crisis of 2008 and the related Great Recession brought job cuts (with the national unemployment rate rising to 10 percent, the highest since 1983), reduced hours, reduced employer contributions to 401(k) retirement plans, reduced bonus/profit-sharing payments, and some wage cuts. With revenue and profits down and with labor costs often the single largest operating cost, employers cut labor costs in these ways. The Great Recession also focused attention on executive compensation. As the government bailed out the financial industry, newspapers were reporting large bonuses going to the very executives who helped cause the financial disaster. Eventually, as company revenues picked up again, we gradually saw employers put less emphasis on cutting labor costs and more emphasis on hiring. However, job growth was initially quite modest. At the beginning of 2013, the unemployment rate was still at 8 percent. Why? Employers have become increasingly careful about adding new workers because they want to keep costs under control and they don’t want to have to reduce the workforce if they guess wrong about increasing revenue growth/product demand (and the need for more workers). But competition for some types of workers has increased and wages, salaries, and benefits have likewise increased for such workers, meaning that employers must continually evaluate and benchmark their pay to be competitive. As economic growth has continued, competition for employees has increased and the U.S. unemployment rate is now under 4 percent, the lowest it has been since 1969. However, as we will see, wage gains remain modest. That is because employers are careful not only about hiring, as we have noted. They are also careful about giving wage/salary increases because once those are added to base pay, “they are there forever.” Increasingly, employers seek to make labor costs variable, which means greater reliance on bonuses and/or profit sharing, where payments to employees go up during good times, but automatically go down during bad times when profits and revenues are down. This book focuses on the strategic choices in managing compensation. We introduce these choices, real-world issues that managers confront from New York to New Zealand and all points between, in the total compensation model in Chapter 1. This model provides an integrating framework that is used throughout the book. Major compensation issues are discussed in the context of current theory, research, and practice. The practices illustrate new developments as well as established approaches to compensation decisions. We live in interesting times. Anywhere you look on the globe today, economic and social pressures are forcing managers to rethink how people get paid and what difference it makes. Traditional approaches to compensation are being questioned. But what is being achieved by all this experimentation and change? What is merely fad and fashion, and what, instead, is supported by the evidence? In this book, we strive to separate beliefs from facts, wishful thinking from demonstrable results, and opinions from research. Yet when all is said and done, managing compensation is part science, but also part art. Each chapter contains at least one e-Compensation box to point you to some of the vast compensation information on the Internet. Real-life Your Turn cases ask you to apply the concepts and techniques discussed in each chapter. For example, the Your Turn in Chapter 9 draws on Professor Newman’s experience when he worked undercover for 14 months in seven fast-food restaurants. The case takes you into the gritty details of the employees’ behaviors (including Professor Newman’s) during rush hour, as they desperately worked to fill customers’ orders and meet their own performance targets set by their manager. You get to recommend which rewards will improve employees’ performance (including Professor Newman’s) and customers’ satisfaction. We tackle major compensation issues from three sides: theory, research, and practice―no problem can survive that onslaught！

薪酬管理:英文版 作者简介

作者简介巴里?格哈特（Barry Gerhart） 美国威斯康星大学麦迪逊分校商学院Bruce R. Ellig杰出讲席教授，美国管理学会、美国心理学家协会会员。曾在康奈尔大学、范德堡大学担任部门主任、区域协调员，在威斯康星大学担任高级副院长、国际院长。曾获美国学术成就奖、国际人力资源管理学术成就奖（两次）、Herbert Heneman Jr.职业成就奖、Michael R. Losey人力资源研究卓越奖。杰里?纽曼（Jerry M. Newman） 美国纽约州立大学布法罗分校SUNY杰出教授，主要研究方向为人力资源管理、薪酬、奖励。发表关于薪酬、奖励、绩效管理、其他人力资源管理问题的文章百余篇。拥有超过30年的咨询经验，为康明斯、惠普、麦当劳等公司提供咨询。曾获纽约州立大学校长教学优秀奖等9项教学奖励。改编者简介朱飞，中央财经大学教学委员会委员，商学院组织与人力资源管理系教授、系主任，北京市高等学校青年英才计划入选者，兼任中国劳动经济学会人力资源分会副会长，中国人力资源开发研究会劳动关系研究分会常务理事、教学与实践分会常务理事。主要研究领域为战略人力资源管理、雇佣关系管理、绩效薪酬、雇主品牌和领导力，在Journal of Vocational Behavior，Social Behavior and Personality，Journal of Career Development、《中国行政管理》、《经济管理》、《中国人力资源开发》等期刊发表多篇论文。

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