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This how-to book provides a
comprehensive view of gainsharing, from its conceptual and technical issues
to specific plan measures and components. From stories about the author’s
boyhood life on a farm to successful business case studies, this topical
work is filled with concrete examples of different plan approaches and
alternatives. No reader will finish this book without learning to understand
and appreciate the level of commitment required to implement and maintain
a winning gainsharing plan.
| Author(s): |
Robert Masternak |
| Publisher: |
WorldatWork (2003) |
| Pages: |
142 |
| Cover: |
Soft |
| ISBN: |
1579631266 |
| U.S. and Canada |
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| List $39.95 USD | Member $31.95 USD |
|
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| A pdf version is available for this book instead of a printed copy. |
| List $31.95 USD
| Member $25.95 USD |
|
| If you choose the e-book option, after the payment stage of checkout a receipt will be displayed with buttons to download your selections. A link to the receipt also will be e-mailed to you. |
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Outside North America
Download the ebook or call WorldatWork Customer Relationship Services at 480/922-2020 to order a hard copy. |
Testimonials
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"This book
should be required reading for anyone involved in designing or maintaining
gainsharing systems. The author concisely addresses the critical
factors needed for plan success. He shows how to construct gainsharing
formulas without making the discussion overly complex or too simplistic
to be useful." |
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Paul
Davis
President
Scanlon Leadership Network |
|
“This
excellent book helps folks really take it one step at a time. It
is an easy read with a well thought out building block approach
that actually makes developing a gainsharing program feasible. It
removes the stigma that gainsharing is not understandable; it is!
Just read this book!”
|
| |
Mark A. Szypko,
CCP
Director, Compensation, Benefits & HRIS
Lightbridge Inc. |
| “This
is the reference from A to Z for gainsharing programs. Well written
and thorough, Mr. Masternak's thoughtful insights and examples will
help those who want to begin a gainsharing program as well as those
who have had their own experiences. It's a great read for all human
resources professionals.” |
| |
Dianna
L. Smith, CCP, CBP
Relationship Manager in the Financial Services industry |
|
Table of Contents
Introduction
Chapter 1 --Gainsharing
Philosophy: A System of Management or a Compensation Plan?
Chapter 2 —
The Gainsharing Foundation: Four Key Principles
Figure 1: Four Key,
Interrelated Principles of Gainsharing
- Equity
- Identity
- Involvement/Participation
- Figure 2: Comparison
of Pre- and Post-Gainsharing Survey
- Figure 3: Comparison
of Pre- and Post-Gainsharing Survey
- Commitment
- Figure 4: Comparison
of Pre- and Post-Gainsharing Survey
Chapter 3 -- The Calculation
Philosophy:
- Control or Common-Fate
Orientation
- Figure 5: Gainsharing
Plan Purpose Statements
- Physical vs. Financial
Measures
- Figure 6: The
Dichotomy Between Physical and Financial Measures
- Figure 7: Common-Fate
Orientation
- Figure 8A: Bonus
Calculations As Related to Physical Measure and Minor Level of Employee
Involvement
- Figure 8B: Bonus
Calculations As Related to Physical Measure and Moderate Level of Employee
Involvement
- Figure 8C: Bonus
Calculations As Related to Financial Measure and High Level of Employee
Involvement
- Figure 8D: Bonus
Calculations As Related to Financial Measure and Minor Level of Employee
Involvement
- Employee Involvement
-- Minor vs. Major
- Operating Performance
vs. Profits
- Figure 9: Operating
Performance & Profits Matrix
Chapter 4 -- The Distribution
Group: Boundaries
- Figure 10: Line
of Sight for a Worker on Piecework
- Gainsharing Implementation
Case Study
- Figure 11: Distribution
Alternatives
- Broad Measurement
-- Common Distribution Group
- Figure 12, Model
1: Broad Measure, Common Group
- Figure 13: Line
of Sight for Broad Measure, Common Group
- Narrow Measures,
Common Group
- Figure 14, Model
2: Narrow Measures, Common Group
- Figure 15: Line
of Sight for Narrow Measures, Common Group
- Narrow Measures,
Independent Group
- Figure 16, Model
3: Narrow Measures, Independent Group
- Figure 17: Line
of Sight for Narrow Measures, Independent Group
- Narrow Measures,
Blended Group
- Figure 18, Model
4: Narrow Measures, Blended Group
- Figure 19: Line
of Sight for Narrow Measures, Blended Group
- Factors to Consider
-- Defining the Group
- Interdependence
- Administration
- Influence
- Identity
- Inequities
Chapter 5 -- Measurement
- Figure 20: Multicost
Single Ratio
- Figure 21: Family
of Measures Model
- Figure 22: Pool
Accumulation
- Advantages of
the Family of Measures Approach
- Figure 23: Family
of Measures Example
- Measurement Criteria
- Figure 24: Criteria
Screening Tool
- Figure 25: “Trigger”
or “Gate” Measure
Chapter 6 -- Calculation
Issues: Values, Sharing and Gatekeepers
- Valuing the Gain
- Figure 26: Multicost
Gain
- Figure 27: Allowable
Hours Formula
- Figure 28: Units
per Payroll Hour Formula
- Figure 29: Value
per Unit
- Sharing the Gains
- Appropriate Level
of Award for Appropriate Level of Performance
- Figure 30: Standard
Bonus Scale
- Figure 31: Comparison
of Two Facilities
- Gatekeeper Measures
Chapter 7 -- Baseline
Consideration: Setting the Bar
- History
- Figure 32: Using
Historical Data as a Baseline
- Target as the
Baseline
- Figure 33: Rolling
Average
- Figure 34: Variable
Share Approach
- Baseline Adjustments
- Figure 35: Effects
of a Fixed Baseline
- Figure 36: Fixed
vs. Rachet Baseline
- Figure 37: Baseline
Adjustments
- Figure 38: Baseline
Adjustments with Less Aggressive Weighted Averaging Approach
- Mid-Year Baseline
Adjustments
Chapter 8 -- Frequency
of Payout, Minimum Payout and Reserve Account Frequency
- Minimum Payout
- The Reserve Account
- Figure 39: Effect
of Variability
- Figure 40: Deficit
Reserve
- Figure 41: Deficit
Reserve
Chapter 9 -- Method
of Distribution
- Equal Share
- Figure 42: Methods
of Distribution
- Equal Percent
- Equal Cents per
Hour
- Split Distribution
- Figure 43: Split
Distribution
Chapter 10 -- Other
Plan Policies
- Eligibility
- Termination Policies
- Plan Year
- Communications
- Employee Involvement
Chapter 11 -- The
Design Team and Implementation Steps
- Why a Design Team?
- Design Team’s
Role
- Who’s on
the Team?
- Criteria for Choosing
a Design Team Member
- Parameters for
Team’s Decision-making
- Implementation
Steps
- Figure 44: Plan
Components
- Sidebar: A Word
of Caution
- Figure 45: Typical
Flow of the Implementation Process
- Step 1: Education/Orientation
of Management Staff
- Readiness Assessment
Checklist
- Step 2: Purpose
and Goals
- Step 3: Employee
Awareness
- Step 4: Model
Development, Measures and Simulations
- Step 5: Design
Team Formal Plan Development Phase
- Step 6: Plan Kickoff
- Step 7: Implementation/Training
- Involvement Training
- General Employee
Training and Communication
- Plan Coordinator
- Step 8: Monitoring
Phase
- Figure 46: Implementation
Plan Timeline
Chapter 12 -- The
Employee Involvement System
- Involvement Teams
- The Review Board
- Figure 47: Idea
Flow
Chapter 13 -- End
Results
- Actual Results
- Figure 48: Positive
Results from Gainsharing
- Figure 49: Three-Month
Rolling Average Productivity
- Figure 50: Molding
Operations, First-Year Plan Results
- Figure 51: Metal
Extrusion Operation, First-Year Plan Results
- Figure 52: Survey
Comparison One Year After Implementation
- A Process to Develop
Human Assets
Selected References
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