|
Pay
and Benefits for Strategic Change [FP 24] |
| Designing
Pay Systems for Organisational Performance in Financial Services |
| This
large manual is a full Guide that focuses on the way pay systems in
financial services can be redesigned to impact on organisational
performance.
It contains a Model for
designing business strategy based pay systems and 25 corporate Case
Studies:
Abbey Life; Bain Hogg;
Barclays Bank; Bradford & Bingley; Chase; Cigna (USA); Equitable
Life; First Direct; Frizzell; General Accident; Guardian Direct; Halifax
Building Society; ITT London & Edinburgh; Japan New Securities;
Lloyds Bank; Midland Bank; National & Provincial; NatWest Life;
Norwich Union; Pearl Assurance; Prudential Financial Services; Scottish
Provident; Sun Alliance Group; Trigon (USA); TSB Group; Virgin Direct.
The manual includes privately gathered insights from Chief Executives
and Remuneration Managers. It covers the forces which are eroding
traditional systems and influencing thinking about challenges and
solutions.
The following issues are included:
Context:
- changes affecting the relevance and effectiveness of pay
systems.
Influences:
- issues in designing pay systems and how trade-offs are
made.
Strategic Choices:
- choices which practitioners face in thinking
through pay policy.
Performance: - dimensions of
performance to be assessed, measured and rewarded.
Teams:
- dilemmas in identifying the right teams and the right
rewards.
Competencies:
- designers are experimenting to encourage defined competencies
HR Strategy:
- driving change - the way forward.
[R4 ~ 1995 ~
74pps)
|
| Employee
Assistance Programmes and their Role in Culture Change |
| Jane Wright, HR Director,
Jardines and Alistair Anderson of PPC.
What are EAPs? ~ Stress, Alcohol, Drugs, Marital issues, Absenteeism
~ Benefits for Employers ~ the business case ~ the family ~
confidentiality and independence ~ privacy and accessibility.
The process of counseling ~ management training ~ internal
communication.
[T3 ~ 1991 ~
4pps]
|
| Motivating
Key People for Long Term Performance |
| Stephen
Collins, Independent Consultant, Associate,
Reward Group.
Rewarding Long Term Performance ~ definitions ~ long term incentive
schemes ~ how to develop in house ~ benefits for the organisation &
individuals ~ trends ~ performance measures ~ future ideas.
Demographic changes ~ restraints ~ do incentives really incentivise
people or are they a way of keeping up with the market rate for job?
[T29b ~ 1997 ~
3pps]
|
|
| Back
to Publications |
