Performance Management Books By Robert Bacal

We try to find the best material on all aspects of performance management, employee appraisal and workplace performance improvements. This page is where you can find the newest additions to our reference library. Entries are organized by date added,

| Home | What's New | What's Popular |

Top : New : 27-Feb-2006

5 New Links:

Pay for Performance and Merit Pay Issues Making Variable Pay Work (PDF)

By WorldatWork - A transcript of an online chat session focusing on how to make variable pay schemes work. ^new (Added: 27-Feb-2006 Hits: 332 )

By na - Competencies are the knowledge-skills and the attitude needed by any individual employee to carry out their job effectively. These can be incorporated into a pay system to reward individuals who positively contribute to the overall values and objectives of an organisation. This is competency based pay: rewarding the way people work, not just recognising what they can deliver. Contains a number of advantages and disadvanges for competency based pay ^new (Added: 27-Feb-2006 Hits: 177 )

By na - Performance pay schemes cover the various methods of linking pay to a measure of individual, group or organisational performance. They all share the idea that where a worker can vary output according to effort the prospect of increased pay will lead to greater performance. Descriptions of various approaches to performance related pay, their advantages and disadvantages. ^new (Added: 27-Feb-2006 Hits: 327 )

By Craig N. Clive - Sound advice on the things to consider before introducing a variable pay play in your company. "Before implementing a variable pay plan, there are several phases to work through which will assist in its design and focus. Above everything else, a task team should be appointed to consider variable pay as an option and to recommend the form(s) the plan should take. This first step is the Strategy phase. It considers if a variable pay plan will benefit the organization and focus employee attention on the achievement of the organization's goals. During this phase, the following questions need to be considered:" ^new (Added: 27-Feb-2006 Hits: 161 )

By Catherine M. Meek - Most compensation systems are boring. Most compensation systems do not pay for performance. Few systems encourage commitment to the organization. And while they can send powerful messages to employees about the kind of organization they work for and the skills and behaviors it values, most of those messages -- and systems -- are uninspiring. In fact, they often inhibit organizations and employees from achieving their highest levels of performance. ^new (Added: 27-Feb-2006 Hits: 92 )

Pages Updated On: 25-Jan-2008 - 10:50:52

Copyright Robert Bacal, 2000 - 2008 Reprint or distribution without permission prohibited.
Contact Information: | Bacal & Associates | 722 St. Isidore Rd. | Casselman, Ontario, Canada | K0A 1M0 | Phone: (613) 764-0241 | Email: ceo@work911.com |