Sale!

Test Bank for Strategic Compensation 9th Edition by Martocchio

Original price was: $35.00.Current price is: $26.50.

Test Bank for Strategic Compensation 9th Edition by Martocchio

Download sample
SKU: dcvsf671005 Category:

This is completed downloadable of Test Bank for Strategic Compensation 9th Edition by Martocchio

Product Details:

  • ISBN-10 ‏ : ‎ 0134320549
  • ISBN-13 ‏ : ‎ 978-0134320540
  • Author: Martocchio

Strategic Compensation: A Human Resource Management Approachdemonstrates the art and science of compensation practice and its role in a company’s competitive advantage. Through focused activities and supporting course material, readers build a solid foundation to become proficient compensation professionals.

The Ninth Edition focuses on the context of compensation practice, the criteria used to compensate employees, compensation system design issues, employee benefits, the challenges of compensating key strategic employee groups, and pay and benefits around the world, preparing readers to assume the roles of successful compensation professionals.

 

Table of Content:

  1. I Setting the Stage for Strategic Compensation
  2. 1 Strategic Compensation A Component of Human Resource Systems
  3. Learning Objectives
  4. Defining strategic Compensation
  5. What is Compensation?
  6. What Is Strategic Compensation?
  7. Compensation as A Strategic Business Partner
  8. Strategic Compensation Decisions
  9. Competitive Business Strategy Choices
  10. Lowest-Cost Strategy
  11. Differentiation Strategy
  12. Compensation Decisions that Support the Firm’s Strategy
  13. Employee Roles Associated with Competitive Strategies
  14. Building Blocks and Structure of Strategic Compensation Systems
  15. Building Blocks: Core Compensation and Employee Benefits
  16. Core Compensation
  17. Employee Benefits
  18. Fundamental Compensation System Design Elements
  19. Internal Consistency
  20. Market Competitiveness
  21. Recognizing Employee Contributions
  22. Alternative Pay Structure Configurations
  23. Fitting The Compensation Function in an Organization’s Structure
  24. How HR Professionals Fit into the Corporate Hierarchy
  25. The Compensation Profession
  26. How the Compensation Function Fits into HR Departments
  27. Compensation, Recruitment, and Selection
  28. Compensation and Performance Appraisal
  29. Compensation and Training
  30. Compensation and Career Development
  31. Compensation and Labor–Management Relations
  32. Compensation and Employment Termination
  33. Compensation and Legislation
  34. Stakeholders of the Compensation System
  35. Employees
  36. Line Managers
  37. Executives
  38. Unions
  39. U.S. Government
  40. End of Chapter Review
  41. Summary
  42. Key Terms
  43. MyManagementLab Chapter Quiz!
  44. Discussion Questions
  45. Case Competitive Strategy at Sportsman Shoes
  46. Questions:
  47. Crunch the Numbers! Calculating the Costs of Increasing the Total Compensation Budget at Butcher Enterprises
  48. Questions:
  49. Writing Assignments
  50. Endnotes
  51. 2 Contextual Influences on Compensation Practice
  52. Learning Objectives
  53. Interindustry Wage Differentials
  54. Pay Differentials Based on Occupational Characteristics
  55. Geographic Pay Differentials
  56. Labor Unions
  57. Employment Laws Pertinent to Compensation Practice
  58. Income Continuity, Safety, and Work Hours
  59. Fair Labor Standards Act of 1938
  60. Minimum Wage
  61. Overtime Provisions
  62. Child Labor Provisions
  63. Pay Discrimination
  64. Equal Pay Act of 1963
  65. Civil Rights Act of 1964
  66. Bennett Amendment
  67. Age Discrimination in Employment Act of 1967 (as Amended in 1978, 1986, and 1990)
  68. Civil Rights Act of 1991
  69. Accommodating Disabilities and Family Needs
  70. Pregnancy Discrimination Act of 1978
  71. Americans with Disabilities Act of 1990
  72. Family and Medical Leave Act of 1993
  73. Prevailing Wage Laws
  74. Davis–Bacon Act of 1931
  75. Walsh–Healey Public Contracts Act of 1936
  76. End of Chapter Review
  77. Summary
  78. Key Terms
  79. MyManagementLab Chapter Quiz!
  80. Discussion Questions
  81. Case Exempt or Nonexempt?
  82. Questions:
  83. Crunch the Numbers! Whether to Work Overtime or Hire Additional Employees
  84. Questions:
  85. Writing Assignments
  86. Endnotes
  87. II Bases for Pay
  88. 3 Traditional Bases for Pay Seniority and Merit
  89. Learning Objectives
  90. Seniority and Longevity Pay
  91. Historical Overview
  92. Who Participates?
  93. Effectiveness of Seniority Pay Systems
  94. Design of Seniority Pay and Longevity Pay Plans
  95. Advantages of Seniority Pay
  96. Fitting Seniority Pay with Competitive Strategies
  97. Merit Pay
  98. Who Participates?
  99. Exploring the Elements of Merit Pay
  100. Performance Appraisal
  101. Types of Performance Appraisal Plans
  102. Trait Systems
  103. Comparison Systems
  104. Behavioral Systems
  105. Goal-Oriented Systems
  106. Exploring the Performance Appraisal Process
  107. Four Activities to Promote Nondiscriminatory Performance Appraisal Practices
  108. Sources of Performance Appraisal Information
  109. Errors in the Performance Appraisal Process
  110. Bias Errors
  111. Contrast Errors
  112. Errors of Central Tendency
  113. Errors of Leniency or Strictness
  114. Strengthening The Pay-For-Performance Link
  115. Link Performance Appraisals to Business Goals
  116. Analyze Jobs
  117. Communicate
  118. Establish Effective Appraisals
  119. Empower Employees
  120. Differentiate among Performers
  121. Possible Limitations of Merit Pay Programs
  122. Failure to Differentiate among Performers
  123. Poor Performance Measures
  124. Supervisors’ Biased Ratings of Employee Job Performance
  125. Lack of Open Communication between Management and Employees
  126. Undesirable Social Structures
  127. Mounting Costs
  128. Factors Other than Merit
  129. Undesirable Competition
  130. Little Motivational Value
  131. End of Chapter Review
  132. Summary
  133. Key Terms
  134. MyManagementLab Chapter Quiz!
  135. Discussion Questions
  136. Case Appraising Performance at Precision
  137. Questions:
  138. Crunch the Numbers! Costs of Longevity and Merit Pay
  139. Questions:
  140. Writing Assignments
  141. Endnotes
  142. 4 Incentive Pay
  143. Learning Objectives
  144. Exploring Incentive Pay
  145. Contrasting Incentive Pay with Traditional Pay
  146. Individual Incentives
  147. Defining Individual Incentives
  148. Types of Individual Incentive Plans
  149. Piecework Plans
  150. Management Incentive Plans
  151. Behavioral Encouragement Plans
  152. Referral Plans
  153. spot bonuses
  154. Advantages of Individual Incentive Pay Programs
  155. Disadvantages of Individual Incentive Pay Programs
  156. Group Incentives
  157. Defining Group Incentives
  158. Types of Group Incentive Plans
  159. Team-Based or Small-Group Incentive Plans
  160. Gain Sharing Plans
  161. The Scanlon Plan
  162. The Rucker Plan
  163. Advantages of Group Incentives
  164. Disadvantages of Group Incentives
  165. Company-wide Incentives
  166. Defining Company-wide Incentives
  167. Types of Company-wide Incentive Plans
  168. Profit Sharing Plans
  169. Calculating Profit Sharing Awards
  170. Advantages of Profit Sharing Plans
  171. Disadvantages of Profit Sharing Plans
  172. Employee Stock Option Plans
  173. Designing Incentive Pay Programs
  174. Group versus Individual Incentives
  175. Level of Risk
  176. Complementing or Replacing Base Pay
  177. Performance Criteria
  178. Time Horizon: Short Term versus Long Term
  179. End of Chapter Review
  180. Summary
  181. Key Terms
  182. MyManagementLab Chapter Quiz!
  183. Discussion Questions
  184. Case Individual or Team Reward?
  185. Questions:
  186. Crunch the Numbers! Calculating Piecework Pay Awards
  187. Questions:
  188. Writing Assignments
  189. Endnotes
  190. 5 Person-Focused Pay
  191. Learning Objectives
  192. Defining Person-Focused Pay: Competency-Based, Pay-For-Knowledge, and Skill-Based Pay
  193. Usage of Person-Focused Pay Programs
  194. Reasons to Adopt Person-Focused Pay Programs
  195. Technological Innovation
  196. Increased Global Competition
  197. Varieties of Person-Focused Pay Programs
  198. Contrasting Person-Focused Pay With Job-Based Pay
  199. Advantages and Disadvantages of Person-Focused Pay Programs
  200. Advantages
  201. Disadvantages
  202. End of Chapter review
  203. MyManagementLab
  204. Summary
  205. Key Terms
  206. MyManagementLab Chapter Quiz!
  207. Discussion Questions
  208. Case Person-Focused Pay at Mitron Computers
  209. Questions:
  210. Crunch the Numbers! Training Budget Costs
  211. Questions:
  212. Writing Assignments
  213. Endnotes
  214. III Designing Compensation Systems
  215. 6 Building Internally Consistent Compensation Systems
  216. Learning Objectives
  217. Internal Consistency
  218. Job Analysis
  219. Steps in the Job Analysis Process
  220. Determine a Job Analysis Program
  221. Select and Train Analysts
  222. Direct Job Analyst Orientation
  223. Conduct the Study: Data Collection Methods and Sources of Data
  224. Summarize the Results: Writing Job Descriptions
  225. Legal Considerations for Job Analysis
  226. Job Analysis Techniques
  227. U.S. Department of Labor’s Occupational Information Network (O*NET)
  228. Experience Requirements
  229. Occupational Requirements
  230. Occupation-Specific Information RequirementS
  231. Workforce Characteristics
  232. Worker Characteristics
  233. Worker Requirements
  234. Using O*NET
  235. Job Evaluation
  236. Compensable Factors
  237. The Job Evaluation Process
  238. Determining Single versus Multiple Job Evaluation Techniques
  239. Choosing the Job Evaluation Committee
  240. Training Employees to Conduct Job Evaluations
  241. Documenting the Job Evaluation Plan
  242. Communicating with Employees
  243. Setting Up the Appeals Process
  244. Job Evaluation Techniques
  245. The Point Method
  246. Step 1: Select Benchmark Jobs
  247. Step 2: Choose Compensable Factors Based on Benchmark Jobs
  248. Step 3: Define Factor Degrees
  249. Step 4: Determine the Weight of Each Factor
  250. Step 5: Determine Point Values for Each Compensable Factor
  251. Step 6: Verify Factor Degrees and Point Values
  252. Step 7: Evaluate All Jobs
  253. Balancing Internal and Market Considerations Using the Point Method
  254. Alternative Job-Content Evaluation Approaches
  255. Simple Ranking Plans
  256. Paired Comparison and Alternation Ranking
  257. Classification Plans
  258. Alternatives to Job Evaluation
  259. Internally Consistent Compensation Systems and Competitive Strategy
  260. End of Chapter Review
  261. Summary
  262. Key Terms
  263. MyManagementLab Chapter Quiz!
  264. Discussion Questions
  265. Case Internal Consistency at Customers First
  266. Questions:
  267. Crunch the Numbers! Modifying a Job Evaluation Worksheet
  268. Writing Assignments
  269. Endnotes
  270. 7 Building Market-Competitive Compensation Systems
  271. Learning Objectives
  272. Market-Competitive Pay Systems: The Basic Building Blocks
  273. Compensation Surveys
  274. Preliminary Considerations
  275. What Companies Hope to Gain from Compensation Surveys
  276. Custom Development versus Use of an Existing Compensation Survey
  277. Using Published Compensation Survey Data
  278. Survey Focus: Core Compensation or Employee Benefits
  279. Sources of Published Compensation Surveys
  280. Employment Cost Trends
  281. National Compensation Data
  282. Wages By Area and Occupation
  283. Earnings By Demographics
  284. Earnings By Industry
  285. County Wages (Quarterly Census of Employment and Wages)
  286. Employee Benefits National Compensation Survey
  287. Compensation Costs in Other Countries
  288. Compensation Surveys: Strategic Considerations
  289. Defining the Relevant Labor Market
  290. Choosing Benchmark Jobs
  291. Compensation Survey Data
  292. Using the Appropriate Statistics to Summarize Survey Data
  293. Updating the Survey Data
  294. Integrating Internal Job Structures with External Market Pay Rates
  295. Compensation Policies and Strategic Mandates
  296. Pay Level Policies
  297. Pay Mix Policies
  298. End of Chapter Review
  299. Summary
  300. Key Terms
  301. MyManagementLab Chapter Quiz!
  302. Discussion Questions
  303. Case Nutriment’s New Hires
  304. Questions:
  305. Crunch the Numbers! Updating Salary Survey Data
  306. Questions:
  307. Writing Assignments
  308. Endnotes
  309. 8 Building Pay Structures That Recognize Employee Contributions
  310. Learning Objectives
  311. Constructing a Pay Structure
  312. Step 1: Deciding on the Number of Pay Structures
  313. Exempt And Nonexempt Pay Structures
  314. Pay Structures Based on Job Family
  315. Pay Structures Based On Geography
  316. Step 2: Determining a Market Pay Line
  317. Step 3: Defining Pay Grades
  318. Step 4: Calculating Pay Ranges for Each Pay Grade
  319. Pay Compression
  320. Green Circle Pay Rates
  321. Red Circle Pay Rates
  322. Step 5: Evaluating the Results
  323. Designing Merit Pay Systems
  324. Merit Increase Amounts
  325. Timing
  326. Recurring versus Nonrecurring Merit Pay Increases
  327. Present Level of Base Pay
  328. Rewarding Performance: The Merit Pay Grid
  329. Employees’ Performance Ratings
  330. Employees’ Positions within the Pay Range
  331. Merit Pay Increase Budgets
  332. Designing Sales Incentive Compensation Plans
  333. Alternative Sales Compensation Plans
  334. Salary-Only Plans
  335. Salary-Plus-Bonus Plans
  336. Salary-Plus-Commission Plans
  337. Commission-Plus-Draw Plans
  338. Commission-Only Plans
  339. Sales Compensation Plans and Competitive Strategy
  340. Determining Fixed Pay and the Compensation Mix
  341. Influence of The Salesperson on the Buying Decision
  342. Competitive Pay Standards within the Industry
  343. Amount of Nonsales Activities Required
  344. Designing Person-Focused Programs
  345. Establishing Skill Blocks
  346. Transition Matters
  347. Skills Assessment
  348. Aligning Pay with the Knowledge Structure
  349. Access to Training
  350. Training and Certification
  351. In-House or Outsourcing Training
  352. Certification and Recertification
  353. Pay Structure Variations
  354. Broadbanding
  355. The Broadbanding Concept And Its Advantages
  356. Limitations of Broadbanding
  357. Two-Tier Pay Structures
  358. The Two-Tier Pay System Concept and Its Advantages
  359. Limitations of Two-Tier Pay Structures
  360. End of Chapter Review
  361. Summary
  362. Key Terms
  363. MyManagementLab Chapter Quiz!
  364. Discussion Questions
  365. Case A New Sales Representative
  366. Questions:
  367. Crunch the Numbers! Calculating Pay Range Minimums, Maximums, and Pay Range Overlap
  368. Questions:
  369. Writing Assignments
  370. Endnotes
  371. IV Employee Benefits
  372. 9 Discretionary Benefits
  373. Learning Objectives
  374. Origins of Discretionary Benefits
  375. Categories of Discretionary Benefits
  376. Protection Programs
  377. Disability Insurance
  378. Life Insurance
  379. Retirement Programs
  380. Paid Time Off
  381. Services
  382. Employee Assistance Programs
  383. Family Assistance Programs
  384. Tuition Reimbursement
  385. Transportation Services
  386. Outplacement Assistance
  387. Wellness Programs
  388. Financial Education
  389. Legislation Pertinent To Discretionary Benefits
  390. Internal Revenue Code
  391. Employee Retirement Income Security Act of 1974 (ERISA)
  392. Pension Protection Act of 2006
  393. Defined Benefit Plans
  394. Defined Contribution Plans
  395. Designing and Planning the Benefits Program
  396. Determining Who Receives Coverage
  397. Financing
  398. Employee Choice
  399. Cost Containment
  400. Communication
  401. The Benefits and Costs of Discretionary Benefits
  402. End of Chapter Review
  403. Summary
  404. Key Terms
  405. MyManagementLab
  406. Discussion Questions
  407. Case Time Off At Superior Software Services
  408. Questions:
  409. Crunch the Numbers! 401(k) Plan Contributions: Allowable Amounts and Employer Match
  410. Questions:
  411. Writing Assignments
  412. Endnotes
  413. 10 Legally Required Benefits
  414. Learning Objectives
  415. Origins of Legally Required Benefits
  416. Categories of Legally Required Benefits
  417. Social Security Programs
  418. Unemployment Insurance
  419. Old Age, Survivor, and Disability Insurance
  420. Old Age Benefits
  421. Survivor Benefits
  422. Disability Benefits
  423. Medicare
  424. Medicare Part A Coverage
  425. Medicare Part B Coverage
  426. Medigap Insurance
  427. Medicare Part C Coverage—medicare advantage
  428. Medicare Prescription Drug Benefit
  429. Financing OASDI and Medicare Programs
  430. OASDI Programs
  431. Medicare Programs
  432. Workers’ Compensation
  433. Workers’ Compensation Objectives and Obligations to the Public
  434. How Workers’ Compensation Compares to Social Security Benefits
  435. Recent Trends in Workers’ Compensation
  436. Financing Workers’ Compensation Programs
  437. Family and Medical Leave
  438. Health Insurance
  439. Health Insurance Program design alternatives
  440. Fee-For-Service Plans
  441. Deductible
  442. Coinsurance
  443. Out-of-Pocket Maximum
  444. Preexisting Condition Clauses
  445. Maximum Benefit Limits
  446. Managed Care Approach
  447. Health Maintenance Organizations
  448. Primary Care Physicians
  449. Copayments
  450. Preferred Provider Organizations
  451. Deductibles
  452. Coinsurance
  453. Point-Of-Service Plans
  454. Specialized Insurance Benefits
  455. Prescription Drug Plans
  456. Mental Health And Substance Abuse
  457. Consumer-Driven Health Care
  458. Additional Health Care Legislation
  459. Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
  460. Health Insurance Portability and Accountability Act of 1996 (HIPAA)
  461. The benefits and costs of Legally Required Benefits
  462. End of Chapter REVIEW
  463. Summary
  464. Key Terms
  465. MyManagementLab Chapter Quiz!
  466. Discussion Questions
  467. Case A Health Savings Account at Frontline PR
  468. Questions:
  469. Crunch the Numbers! Calculating Taxes under the Patient Protection and Affordable Care Act
  470. Questions:
  471. Writing Assignments
  472. Endnotes
  473. V Contemporary Strategic Compensation Challenges
  474. 11 Compensating Executives
  475. Learning Objectives
  476. Contrasting Executive Pay with Pay for Nonexecutive Employees
  477. Defining Executive Status
  478. Who Are Executives?
  479. Key Employees
  480. Highly Compensated Employees
  481. Executive Compensation Packages
  482. Components of Current Core Compensation
  483. Base Pay
  484. Bonuses
  485. Short-Term Incentives
  486. Components of Deferred Core Compensation
  487. Equity Agreements
  488. Stock Options
  489. Restricted STOCK PLANS, Restricted Stock Units, and Performance Stock Awards
  490. Stock Appreciation Rights
  491. Phantom Stock Plans
  492. Employee Stock Purchase Plans
  493. Separation Agreements
  494. Golden Parachutes
  495. Platinum Parachutes
  496. Clawback Provisions
  497. Employee Benefits: Enhanced Protection Program Benefits and Perquisites
  498. Enhanced Protection Program Benefits
  499. Perquisites
  500. Principles and Processes for Setting Executive Compensation
  501. The Key Players in Setting Executive Compensation
  502. Executive Compensation Consultants
  503. Board of Directors
  504. Compensation Committee
  505. Theoretical Explanations for Setting Executive Compensation
  506. Agency Theory
  507. Tournament Theory
  508. Social Comparison Theory
  509. Executive Compensation Disclosure Rules
  510. Securities and Exchange Act of 1934
  511. Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank Act)
  512. Executive Compensation: Are U.S. Executives Paid Too Much?
  513. Comparison between Executive Compensation and Compensation for Other Worker Groups
  514. Strategic Questions: Is Pay for Performance?
  515. Ethical Considerations: Is Executive Compensation Fair?
  516. Attract and Retain Top Executives
  517. Income Disparities
  518. Layoffs Borne by Workers but Not Executives
  519. International Competitiveness
  520. International Compensation Comparisons
  521. Undermining U.S. Companies’ Ability to Compete
  522. End of Chapter Review
  523. Summary
  524. Key Terms
  525. MyManagementLab Chapter Quiz!
  526. Discussion Questions
  527. Case CEO Pay in the News
  528. Questions:
  529. Crunch the Numbers! Comparison of Pay within and Across Industries
  530. Questions:
  531. Writing Assignments
  532. Endnotes
  533. 12 Compensating the Flexible Workforce Contingent Employees and Flexible Work Schedules
  534. Learning Objectives
  535. The Contingent Workforce
  536. Groups of Contingent Workers
  537. Part-Time Employees
  538. Temporary And On-Call Employees
  539. Leased Employee Arrangements
  540. Independent Contractors, Freelancers, and Consultants
  541. Reasons for U.S. Employers’ Increased Reliance on Contingent Workers
  542. Economic Recessions
  543. International Competition
  544. The Shift From Manufacturing to a Service Economy
  545. Pay and Employee Benefits for Contingent Workers
  546. Part-Time Employees
  547. Pay
  548. Employee Benefits
  549. Temporary Employees
  550. Pay
  551. Employee Benefits
  552. Leased Workers
  553. Pay
  554. Employee Benefits
  555. Independent Contractors, Freelancers, and Consultants
  556. Common-Law Test
  557. Economic Realities Test
  558. Flexible Work Schedules: Flextime, Compressed Workweeks, And Telecommuting
  559. Watch It!
  560. Flextime Schedules
  561. Compressed Workweek Schedules
  562. Telecommuting
  563. Flexible Work Schedules: Balancing the Demands of Work Life and Home Life
  564. Pay and Employee Benefits for Flexible Employees
  565. Pay
  566. Employee Benefits
  567. Unions’ Reactions to Contingent Workers and Flexible Work Schedules
  568. Strategic Issues and Choices In Using Contingent and Flexible Workers
  569. End of Chapter Review
  570. MyManagementLab
  571. Summary
  572. Key Terms
  573. MyManagementLab Chapter Quiz!
  574. Discussion Questions
  575. Case Telecommuting at MedEx
  576. Questions:
  577. Crunch the Numbers! Calculating the Costs of Full-Time and Part-Time Employment
  578. Questions:
  579. Writing Assignments
  580. Endnotes
  581. VI Compensation Issues around the World
  582. 13 Compensating Expatriates
  583. Learning Objectives
  584. Competitive Advantage and how International Activities Fit In
  585. Lowest-Cost Producers’ Relocations to Cheaper Production Areas
  586. Differentiation and the Search for New Global Markets
  587. How Globalization Is Affecting HR Departments
  588. Complexity of International Compensation Programs
  589. Preliminary Considerations
  590. Host Country Nationals, Third Country Nationals, and Expatriates: Definitions and Relevance for Compensation Issues
  591. Term of International Assignment
  592. Staff Mobility
  593. Equity: Pay Referent Groups
  594. Components of International Compensation Programs
  595. Setting Base Pay for U.S. Expatriates
  596. Methods for Setting Base Pay
  597. Home Country-Based Method
  598. Host Country-Based Method
  599. Headquarters-Based Method
  600. Purchasing Power
  601. Currency Stabilization
  602. Inflation
  603. Incentive Compensation for U.S. Expatriates
  604. Foreign Service Premiums
  605. Hardship Allowances
  606. Mobility Premiums
  607. Establishing Employee Benefits for U.S. Expatriates
  608. Standard Benefits for U.S. Expatriates
  609. Protection Programs
  610. Paid Time Off
  611. Enhanced Benefits for U.S. Expatriates
  612. Relocation Assistance
  613. Education Reimbursements for Expatriates’ Children
  614. Home Leave Benefits and Travel Reimbursements
  615. Rest and Relaxation Leave and Allowance
  616. Balance Sheet Approach for U.S. Expatriates’ Compensation Packages
  617. Housing and Utilities
  618. Goods and Services
  619. Discretionary Income
  620. Tax Considerations
  621. Employer Considerations: Tax Protection and Tax Equalization
  622. Repatriation Pay Issues
  623. End of Chapter Review
  624. Summary
  625. Key Terms
  626. MyManagementLab Chapter Quiz!
  627. Discussion Questions
  628. Case Jenkins Goes Abroad
  629. Questions:
  630. Crunch the Numbers! Calculating an Expatriate’s Base Pay and Incentives
  631. Questions:
  632. Writing Assignments
  633. Endnotes
  634. 14 Pay and Benefits Outside the United States
  635. Learning Objectives
  636. Pertinent Concepts for Quantifying Economic Elements in the Discussion of Pay and Benefits Outside the United States
  637. North America
  638. Canada
  639. Wage and Salary6
  640. Paid Time Off Benefits
  641. Protection Benefits
  642. Pensions and Retirement Benefits
  643. Health and Disability Benefits
  644. Mexico
  645. Wage and Salary
  646. Paid Time Off Benefits
  647. Protection Benefits
  648. Social Security
  649. Pensions and Retirement Benefits
  650. Health Benefits
  651. Other Benefits
  652. South America
  653. Brazil
  654. Wage and Salary
  655. Protection Benefits
  656. Social Security
  657. Pensions
  658. Health Benefits
  659. Europe
  660. Germany
  661. Wage and Salary
  662. Paid Time Off Benefits37
  663. Protection Benefits
  664. Pensions38
  665. Health Insurance
  666. Asia
  667. India
  668. Wage and Salary.
  669. Paid Time Off Benefits47
  670. Protection Benefits
  671. Pensions48
  672. Health Benefits
  673. People’s Republic of China
  674. Wage and Salary
  675. Paid Time Off Benefits55
  676. Protection Benefits
  677. Pensions
  678. Health Insurance57
  679. End of Chapter Review
  680. Summary
  681. Key Terms
  682. MyManagementLab Chapter Quiz!
  683. Discussion Questions
  684. Case North American Expansion for Threads Apparel
  685. Questions:
  686. Crunch the Numbers! Comparing the Rates of Change in GDP Per Capita for Select Countries
  687. Questions:
  688. Writing Assignments
  689. Endnotes
  690. Epilogue
  691. 15 Challenges Facing Compensation Professionals
  692. Learning Objectives
  693. Possible Increase to the Federal Minimum Wage Rate and Strengthening Overtime Pay Protections
  694. Raising the Minimum Wage
  695. Strengthening Overtime Pay Protections
  696. Rising Wages in China
  697. Underemployment and the Compensation-Productivity Gap
  698. Underemployment
  699. The Compensation–Productivity Gap
  700. Workforce Demographic Shifts
  701. Labor Force Diversity
  702. Relevance for Employee Benefits
  703. End of Chapter review
  704. Summary
  705. Key Terms
  706. MyManagementLab Chapter Quiz!
  707. Discussion Questions
  708. Case Benefits for Part-Time Workers
  709. Questions:
  710. Crunch the Numbers! Calculating Regional and Industry Pay Differences in China
  711. Writing Assignments
  712. Endnotes
  713. Glossary
  714. Author Index
  715. A
  716. B
  717. C
  718. D
  719. E
  720. F
  721. G
  722. H
  723. I
  724. J
  725. K
  726. L
  727. M
  728. N
  729. O
  730. P
  731. R
  732. S
  733. T
  734. U
  735. V
  736. W
  737. X
  738. Y
  739. Z
  740. Subject Index
  741. A
  742. B
  743. C
  744. D
  745. E
  746. F
  747. G
  748. H
  749. I
  750. J
  751. K
  752. L
  753. M
  754. N
  755. O
  756. P
  757. Q
  758. R
  759. S
  760. T
  761. U
  762. V
  763. W
  764. X
  765. Y

 

People Also Search:

strategic compensation 9th edition by martocchio

strategic compensation joseph martocchio

strategic compensation martocchio

 

Related products

Sale!
Quick View

Test Bank

Test Bank for Operating Systems: Internals and Design Principles, 7th Edition: William Stallings

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Test Bank for Basics of Biopsychology John P.J. Pinel

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Understanding Business Nickels 10th Edition Test Bank

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Test Bank for Contemporary Marketing, 16th Edition : Boone

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Test Bank for Principles of Anatomy and Physiology 14th Edition Gerard J Tortora Download

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Test Bank for Medical Surgical Nursing Concepts and Practice, 1st Edition: deWit

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Business Law Text and Cases Clarkson 13th Edition Test Bank

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Test Bank

Test Bank for Essentials of The Living World 4th Edition George Johnson Download

Original price was: $35.00.Current price is: $26.50.