WorldatWork Bookstore WorldatWork Press – Total Rewards
Goalsharing Just Released. New Edition. New discussions included on how goalsharing enables teamwork and collaboration and how it can be an effective global rewards program.
Design an employee health management program that fits the organization's culture and climate.
Develop a performance management system that aligns individual performance with an organization's mission, vision and objectives. It ensures that employees understand how their behaviors affect organizational success.
The entire discussion of stock options has changed in just the past few years. Now that stock options are being required to be charged to earnings, companies are being more thoughtful than ever in their use and administration. This update of the 2005 publication addresses the issues involved, and seeks to explain many of the core aspects of stock plan administration. HR professionals and stock plan administrators interested in learning more about equity plan administration will find this book extremely valuable.
While employers may be experiencing fewer attraction and retention troubles due to the most recent economic crisis, there is a strong business case for integrating rewards and talent management programs. Organizations that apply an integrated approach in this area and across all stages of the employment life cycle have an advantage in attracting, engaging and retaining the talent they need to succeed in their markets — and financially outperform their peers.
Automating Sales Compensation," part of the How-To for HR Professionals line of books, is useful for anyone responsible for the success of a sales compensation program. And, because most companies don’t have just one person who has overall responsibility, this book is designed for everyone who participates in the process.
This book takes readers through the ins-and-outs of best-place-to work lists. Dozens of case study examples provide insights into what winning - and hopeful - companies are doing to be recognized as the best of the best, and what every organization should look at before embarking on this mammoth adventure.
In this latest edition of a WorldatWork classic How-To book, authors Dan Purushothan and Stephanie Wilson have updated their content to reflect the global implications and considerations when building pay structures.
This one of-a-kind tool helps employers looking for alternative variable pay methods. It covers the four main types of cash bonuses: sign-on, referral, spot and retention. Also includes valuable 2005 survey data that contain employee eligibility, bonus amounts, payout distribution and other pertinent information, all in a reader-friendly format to help you design a cash bonus program that yields real results.
Today's companies need HR leadership on some very difficult and emotionally charged issues. Being able to overcome resistance and achieve buy-in from those who are affected by the changing workplace landscape is now, more than ever, an essential skill for HR success.
Organizations spend significant money each year on total rewards to attract, motivate and retain employees. Yet, when employees are unaware of the programs, employers fail to see the full return on their investment. This can be solved by communication. Leveraging the strength of a total rewards package through effective communication is one of the most important challenges for the HR professional.
One of the first HR challenges an organization faces when it decides to go global is how to select and compensate the first expatriate. This booklet helps employers answer some key questions such as whether to conduct or purchase a survey of corporate practices, hire a consultant, follow the competition, be creative in designing pay strategies, negotiate with each expatriate candidate or simply pay the second expatriate the way the first one was paid, and so on.
North American organizations operating abroad have tried several different compensation approaches for expatriates with varying degrees of success. This booklet describes and compares the most common methods of expatriate compensation: negotiation; localization; the balance sheet; and lump-sum and cafeteria approaches.
This booklet identifies the specific components of typical compensation programs for the benefit of HR generalists, who are not likely to be familiar with the sometimes highly technical language of compensation. Topics include: compensation philosophy, base pay, job evaluation, marketing analysis, salary ranges, legal defensibility, incentive pay, pay for performance, salary surveys, and total compensation.
This book serves as a template for assessing and managing an organizational culture. Of course, there is no one-size-fits-all approach to the subject. But the tools provided in the book make it easy to understand not only what defines culture and how it works, but also ways you can influence it and make it work to your company's advantage.
Just as business objectives and strategies play an important role in shaping corporate-pay postures, so does acquiring timely and accurate compensation data. You need to be aware of the issues to consider and steps to take to effectively evaluate your organization's compensation competitiveness in the external market. One way to do that, when other data is unavailable, is to conduct a custom compensation survey. This book shows how such a survey might be conducted, analyzed and presented successfully.
Given the ongoing deterioration of America's health in the areas of obesity, hypertension, abnormal lipids/cholesterol and insulin resistance, promoting employee health management (EHM) is the best long-term solution to containing ever-rising medical costs. Healthy employees and their healthy families are likely to incur lower medical costs and be more productive. EHM incentives have shown to be effective in making a good cost-control strategy even better.
In this How-To for the HR Professional, author Marc Drizin makes the case for employee rewards and recognition, helps readers understand how to align a recognition program to the organizational mission, vision and values, and focuses on the design and administration of a well-conceived program.
In this update, authors Bruce Overton and Mary Steele bring these present-day issues to the fore and provide a framework for the audit or initial design of managerial incentive compensation plans. They discuss the selection of various plan types within an established total compensation strategy, along with alternative solutions to issues related to the design of incentive compensation plans.
This booklet explains the following aspects of designing an effective sales compensation plan: linking the sales compensation plan to business strategy; establishing the design team; assessing the current plan; designing the new plan; implementing the new plan; and evaluating results.
Estimating the cost of a compensation program enables us to make informed decisions about merit increase levels as well as when and how frequently increases will be granted. Planning and managing costs are important to striking a strategic balance developing a compensation program that helps our organization achieve its business objectives. This booklet details how to asses the effects these decisions have on total compensation cost and covers: general costing formula; focal-point; anniversary-date merit plans; determining increase percentages; compensation cost impact on benefits; budgeting; and strategic balance.
This book outlines how to develop a benefits strategy that aligns with overall corporate goals, objectives and structure. Plus this book teaches how to use this strategy as a roadmap for determining which benefits programs will best suit their organization.
As businesses continue expanding internationally, and as geographic and social boundaries blur, the global economy continually provides both challenges and opportunities for employers and employees both at home and abroad. Countries and governments operate autonomously, and differences persist in legal and social frameworks, working practices, corporate governance and management practices. Labor laws, tax regimes, social security structures, along with compensation and benefits structures all remain unique to each country.
Statistically derived job-evaluation models can be used to construct a job-worth hierarchy that is easy to administer and cost-effective. This booklet outlines the necessary steps to using these powerful models.
Good job documentation is not simply a preventive measure. It also greatly assists in an organization's efforts to achieve efficiency and quality, and it facilitates the creation of an equitable job-worth hierarchy.
If you're new to the compensation profession or need a refresher lesson on the fundamental aspects of base pay programs, this book provides the perfect starter tool. Readers gain a foundational understanding of the internal and external factors that influence the design, delivery and administration of base pay programs.
The world of employee benefits is dramatically different today than it was just five years ago -- let alone 15 or 20 years ago. What is not new is the fact that employees need benefits, and companies need employees.
Designed to help managers and supervisors with strategies and approaches to engage employees, this book discusses 10 types of employees at various levels in the employment lifecycle. With this knowledge, readers will enhance their awareness of, interest in, and action toward creating and sustaining organizations that find, keep and engage the best talent.
This comprehensive guidebook serves as a toolkit for designing and implementing a broad-based employee stock option plan from the ground up. It covers the history of stock options, pertinent terminology, building a business case, drawing up a plan document, communicating and administering the plan, and addressing potential problems. Colorful case studies, relevant forms and a glossary of terms augment the text.
While employee benefits are an indispensable element of an employer's total rewards package, employers face myriad complex administrative tasks upon establishing an employee pension or welfare benefit plan. In general terms, this book is designed to familiarize employers with the responsibilities and liabilities of plan fiduciaries under the Employee Retirement Income Security Act of 1974 (ERISA).
A compensation system can be highly effective in influencing organizational behavior and goal attainment. This booklet presents commonly used methods for determining relative job worth while helping your organization accomplish its mission and strategic goals.
This book presents six simple, yet powerful principles for creating a robust work environment in which employees communicate impeccably, proactively solve problems, execute on priorities, bring out the best in each other, reignite their passion and have fun.
All businesses, public and private alike, feel pressure — whether from the media, regulatory agencies, shareholders or those concerned about internal pay equity — to ensure that executive compensation programs are responsible and defensible. Unfortunately, many companies miss the opportunity to scrutinize executive pay and shore up its connection to business strategy.
Executive Compensation bridges the gap between executive compensation theory and practice. This invaluable resource incorporates academic research into the effects and consequences of executive compensation programs.
Companies today are under constant pressure to cut costs and gain competitive advantage by using best-practice models to ensure survival. Human resources must prove that the activities it performs are both in line with business objectives and are financially sound. When asked to defend a current total rewards program or redesign an organization's total rewards system, it is important to present and justify these recommendations in definable business terms. HR professionals can be more effective in their positions and more successful in helping their organizations continue to grow profitable by understanding how each senior manager's organization makes money and what is needed to sustain business both in good and bad economic climates.
This sole purpose of this book is to help total rewards professionals find solutions to complex international issues. It's a compilation of thoughts and data to enrich your understanding of all things global: strategic, technical and tactical.
This second edition is a collaboration of articles from workspan and the WorldatWork Journal (2005-2010). Plus, the collection now includes a listing of related surveys and "Creating a Sustainable Rewards and Talent Management Model: Results of the 2010 Global Talent Management and Rewards Study" full survey report by TowersWatson (2010).
New discussions included on how goalsharing enables teamwork and collaboration and how it can be an effective global rewards program. Also added are expanded potential fields where it may be useful such as medical, education and government.
This book provides a basic understanding of the different types of retirement programs, along with the advantages and disadvantages of each, so that the practitioner can evaluate which types might be appropriate for meeting the needs of their workforce while still meeting employer business objectives.
Reasons why an organization may want to run a compensation or benefits survey runs the gamut from figuring out higher-than-normal turnover or learning if salespeople are motivated by their current compensation plan.
In 2006, the Securities and Exchange Commission significantly amended proxy disclosure rules to provide investors with a clearer and more complete picture of executive and director compensation than had existed under prior disclosure rules. "Handbook for Reading and Preparing Proxy Statements, 4th edition," (formerly "Reading & Preparing Proxy Statements: A Guide to the SEC Disclosure Rules for Executive and Director Compensation") covers compensation policies and practices as they relate to risk management; the SEC's interpretive guidance on the executive and director compensation disclosure rules through the summer of 2011; the disclosure enhancements adopted by the SEC in 2009 and again in 2010.
In the past three decades, the world of compensation and benefits has experienced a revolution. And, while the role of today's total rewards professionals has become more strategic and business oriented, some fundamentals of the job will always hold true. One such fundamental is math.
This book challenges conventional thinking and encourages compensation and human resource professionals to develop a proactive position about using total rewards to enhance organizational effectiveness and move the business forward.
This book provides case studies of the majority of the 2008 Work-Life Innovative Excellence Award applicants, including the three organizations that received the Work-Life Innovative Excellence Award. It has been said that good ideas have no shelf life. For the organizations that have yet to consider these work-life programs, they may literally bring revolutionary change.
This book documents the importance of procedure in determining a job's worth and ensuring that information pertaining to the job is valid and accurate. The book contains chapters on regulatory issues, as well as communication, and an appendix that contains sample worksheets for point-factor job evaluation.
This booklet covers the following aspects of merit pay: determining what to reward; documenting performance standards; establishing a merit budget; setting merit pay policy; managing a merit pay plan; evaluating a merit pay plan.
The introduction of consumer-driven health plan (CDHP) options into employer-sponsored benefits plans has become more attractive across organizations. Many companies are finding this option to be a viable choice as part of the total rewards package due to increasing difficulty in offering competitive health plans to employees at affordable premiums while also maintaining good health-care coverage.
Health-care and prescription-benefit cost containment continues to be a hot topic among benefits professionals. More than ever, financial conditions require organizations to look for ways to economize. Shifting costs to employees can negatively affect employee attitudes and loyalty; in the current economy, employees are increasingly sensitive to reductions in benefits and increases in paycheck deductions.
Employers often don't communicate how an individual's performance and contributions have an impact on the overall organizational success. This often results not only in unproductive and unsatisfied employees, but also in organizations falling short of attaining success.
This booklet shows how to develop a performance management system that goes beyond traditional objectives (i.e., documenting job responsibilities, defining expectations, and providing opportunities for supervisors and employees to communicate) to align individual performance with an organization's mission, vision and objectives. It ensures that employees understand how their behaviors effect the attainment of organizational success.
Learn how job analysis, evaluation, benchmarks, data collection, simple formulas, market index, weighting and more can make sense amid all the clutter. Bring order and clarity to market blips, adjustments, turnover, compliance and communication. Complete with case studies and examples, this book is on its way to becoming the compensation professional's next best friend!
Using too much "artistic license" with market-pricing data analyses can leave the results open to challenge. Discover a practical way to compile data and help achieve external competitiveness for your organization with the six steps described in this booklet.
This book explains the way to proceed through the due diligence and how to act as an internal consultant to senior management. A discussion of legislated risk factors provides invaluable insights into common merger and aquisition considerations, and in-depth checklists shed light on the right questions to ask to stave off potential integration issues.
This book provides HR professionals a topical resource to follow during a corporate restructuring. It was designed to give those in total rewards a checklist specifically targeted at activities HR professionals need to make sure they conduct before, during and after a merger or acquisition.
Paid time off (PTO) banks help companies increase productivity and lower costs by reducing unscheduled absences. This book explains in simple, straight-forward language how to assess, cost justify, design, communicate, and implement a cost effective PTO program for your company.
The U.S. Chamber of Commerce has reported that pay for time-not-worked benefits are the most expensive benefits any employer faces. Many companies ask: How does one control benefit costs and have an attractive package for recruiting and retaining star employees? This booklet offers an overview of two contemporary approaches that have been found to help companies control and manage pay for time-not-worked benefits, paid time off banks and the no-fault absentee control system.
While employers may be experiencing fewer attraction and retention troubles due to the most recent economic crisis, there is a strong business case for integrating rewards and talent management programs. Organizations that apply an integrated approach in this area and across all stages of the employment life cycle have an advantage in attracting, engaging and retaining the talent they need to succeed in their markets – and financially outperform their peers.
In the decade after World War II, jobs were defined by detailed activities; workers were expected to follow orders; supervisors had a limited span of control; work was closely supervised. Baby Boomers hadn't entered the employment ranks; women were limited to "women's work"; and the Civil Rights Act was a few years away. But in the past 20 years, knowledge workers have replaced manual workers, self-managed teams have replaced close supervision and focus has shifted to market values rather than internal job values. In this book, author Howard Risher, Ph.D., consolidates the body of knowledge needed to rethink a salary system in the 21st century, looking narrowly at the planning and modifying of salary programs for the benefit of HR professionals with little or no prior experience in redesigning salary programs.
This book explores the differences between financial and investment education and advice, helping readers to understand the critical points employees need to know while being conscious of fiduciary liability issues. Along with a discussion of statutory and regulatory considerations, readers will learn that making employees better educated financial consumers is good business.
Recent tumultuous events in the U.S. Economy have wreaked havoc on capital markets and investment values, leaving many financial futures vulnerable. This book, assembled by WorldatWork, helps rewards professionals get a big-picture view of retirement. This compilation of more than 15 articles from top authors in the field of benefits aids readers in gaining a better understanding of today's complex retirement-related issues, and provides ideas on how to help employees get the most out of company-sponsored plans.
This booklet focuses on how to design incentives for employees in work groups who are accountable for doing the business of their organizations on a daily basis. The step-by-step approach provides insight into the decisions required while developing group incentive programs and outlines eight key steps.
This book provides salary budget increase data for the United States and Canada. In its reader-friendly format, you can quickly view salary budget adjustments by region and industry for different-level employees. All data is broken out into both the actual increases for the current year and the projected increases for the coming year.
Trust the answers from the most credible and longest-running survey of its kind for insight to how other companies are rewarding their talent. New this year, customize the results online to your region, industry, state and other ways with SBS Online. Also new, information on cost-containment strategies employed in the past 12 months -- hiring freezes, pay freezes, furloughs -- and how that affects salary increase budgets.
This book provides vital information that will enable readers and their companies to make better and more informed decisions with regard to participation in and use of salary surveys. The content is wide ranging with a wealth of references, and includes recent case history of salary surveys and antitrust.
This book is intended to educate HR generalists, compensation professionals, and consultants -- both internal and external -- who from time to time are asked to participate in the design and implementation of a sales compensation plan. Additionally, this book allows the HR generalist to have a ready resource available for members of the company's sales compensation plan design team -- both operating executives and staff managers.
Today's sales organizations are multifaceted and require multiple sales jobs with different responsibilities coupled with intricate forms of measurement and compensation. Accordingly, complex systems are required to help manage these organizations, and many companies struggle with the basic tenets of how to motivate and reward a sales organization.
Sales Compensation experts, Jerry Colletti, Mary Fiss, and Mark Davis have combined forces to create a book that applies appropriate techniques and formulas related to each factor of sales compensation (determining pay levels, pay mix, incentive design and calculating payouts) that is consistent with both best practices and generally accepted principles.
The sales compensation plan is one of the more powerful tools that top executives use to direct, motivate and reward the salesforce for its contribution to business success. Knowing when and how to align sales teams and compensation programs are key issues -- not only for sales, but for the overall company. And, because it is simply not practical or appropriate to use a single (or even a few) sales incentive plans across multiple divisions, geographies and sales roles, taking a global focus is an imperative for today's sales compensation professionals.
The struggle with employer-sponsored benefits plans isn't new. Employees want high levels of coverage without high premiums or co-payments. Employers want costs managed without compromising quality of service. One way to meet all of these goals is to self-insure benefits programs and transfer the risk away from a third party to the organization and its employees.
This easy-to-read survey e-book consists of special update findings from a follow-up December 2008 WorldatWork survey. Covering a broad spectrum of public and private organizations, the in-depth tables break down actual and anticipated pay program changes by major industry, company size, metropolitan areas and more.
This second edition of Stock Options and the New Rules of Corporate Accountability examines the hot-button issue of executive compensation and proposes new methodologies and techniques for better aligning stock options, performance rewards and accounting.
Several challenges face HR professionals as they select and manage third-party providers, with many stemming from lack of communication with the provider and lack of clarity around expectations. Focusing specifically on HR outsourcing (which is much different than outsourcing a commodity), this book provides a holistic approach to the overall process and provides a basic roadmap through provider selection, contract negotiation, implementation and ongoing relationship management process.
A Collection of Articles From WorldatWork Excel in the ever-changing landscape of competitive market data. Gain an overview of the essentials and an in-depth perspective of current and timeless survey practices and issues with this collection of articles written by the profession's top experts.
Brought up-to-date from the original e-work guide published by ITAC in 2000, this book helps organizations to successfully implement or expand telework programs using practical steps and sample templates.
This resource publication features article reprints from WorldatWork's respected publications, workspan magazine and WorldatWork Journal, from 1995-2000. It offers readers numerous resources on a variety of international HR topics, as well as selected references.
This resource publication features article reprints from WorldatWork's respected publications -- workspan magazine and WorldatWork Journal. It offers readers numerous resources on a variety of topics related to performance management, including discussion on system design, evaluation and rewards.
This resource publication features article reprints from WorldatWork's respected publications -- workspan magazine and WorldatWork Journal -- from 1995 to 2000. It offers readers numerous resources on a variety of topics relating to variable pay.
This book is designed to provide your employees with a roadmap that covers benefits basics with helpful tips, analogies, guidelines and more. It speaks in plain, everyday language to increase their benefits know-how and motivate them to think about their health and financial well-being.
Perfect for the compensation and benefits specialist who seeks a ready resource for their many technical needs, or for the HR generalist with varied responsibilities, the "WorldatWork Handbook of Compensation, Benefits, and Total Rewards" is a comprehensive tool for recruiting, rewarding and retaining talent in the 21st century. With its special focus on structuring and implementing a total rewards program, this is a fully modern guide to compensation.
A Collection of Articles from WorldatWork The importance of effective communication between management and employees is not a new idea by any means. Yet, good communications strategies are often overlooked. Communication and education play a critical role in helping businesses maximize their total rewards package as a competitive advantage to attract and retain the best talent.
As merit budgets become tighter and health-care costs continue to escalate, organizations are looking for other means to attract, motivate and retain key talent. In this book, readers learn about programs relating to development and career opportunities, and why they are important. This book describes the varieties of development and career opportunities available to organizations and how they can be used to provide benefits for both employees and their employers.
This booklet reviews the fundamental uses of measurement: aligning the interests, needs and efforts of various constituencies within an organization; helping these constituencies adapt to shifting needs and priorities; and providing an index of how well individuals, employee groups and the organization as a whole is doing in relation to set standards or goals.
Variable pay tends to focus squarely on improving organizational and individual performance as well as the overall market competitiveness of pay. As interest in variable pay increases, so does the need to be able to design effective plans. Through this, organizations ensure they are gaining business value from the effort and dollars they dedicate.
For many years, organizations have used the term “wellness” to talk about the physical aspect of employee health. However, in the past few years the term “well-being” has come to the fore to represent a more holistic view, encompassing the concepts of financial well-being, spiritual well-being, and emotional and mental well-being — in addition to physical well-being.
With her latest book, nationally known work-life expert Karol Rose has responded directly to the growing demand and challenges of employer-sponsored, work-life initiatives. This book updates and illuminates the concepts presented in Rose's previous effort, "Work-Life Effectiveness: Programs, Policies and Practices," a book often referred to as the work-life profession's "bible." This title book culls and assimilates mountains of information and years of research to build a strong business case for designing, implementing and enhancing work-life programs.
In this collection of articles from WorldatWork, thought leaders provide ideas and concepts about how to effectively implement work-life initiatives, including programs that address telework, flexible scheduling, business continuity, wellness, dependent care and time off. Case studies, research and interviews with professionals in the field discuss the pressing issues facing both employers and employees, proving that creating a flexible work environment can be one of the best ways to increase employee satisfaction beyond simply issuing a bigger paycheck.
In this second edition of Workforce Engagement: Strategies to Attract, Motivate and Retain Talent, authors Stephen Hundley, Frederic Jacobs and Marc Drizin provide readers with enhanced concepts, updated research data and new case studies to enhance understanding of workforce engagement: what it means, why it is important and how it affects individuals and, ultimately, organizations. This book also provides a framework for understanding workforce engagement as part of a broader total rewards strategy.
This book is designed to provide readers with a rich collection of the resources contributed by participants at a working retreat on workplace flexibility. It offers testimonies to alleviate organizational concerns, gives facts to counter common but erroneous myths, and presents options for introducing organizational skills that are needed to create a fluid, flexible work environment that delivers the agility required to survive in today's fast-changing economy.
Stay Competitive. Attract and Retain Talent in Ever-Changing Market Conditions
The 37th annual WorldatWork Salary Budget Survey is an essential instrument in your compensation planning and the longest-running survey of its kind.
Stay Competitive. Attract and Retain Talent in Ever-Changing Market Conditions
The 38th annual WorldatWork Salary Budget Survey is an essential instrument in your compensation planning and the longest-running survey of its kind.
Stay Competitive. Attract and Retain Talent in Ever-Changing Market Conditions
The "WorldatWork 2012-2013 Salary Budget Survey" is an essential instrument in your compensation planning. The 39th annual edition, this is the longest-running survey of its kind.
Stay Competitive. Attract and Retain Talent in Ever-Changing Market Conditions
The "WorldatWork 2013-2014 Salary Budget Survey" is an essential instrument in your compensation planning. The 40th annual edition, this is the longest-running survey of its kind.
Stay Competitive. Attract and Retain Talent in Ever-Changing Market Conditions
The "WorldatWork 2014-2015 Salary Budget Survey" is an essential instrument in your compensation planning. The 41st annual edition, this is the longest-running survey of its kind.
Would your executive compensation plan hold up to today's unprecedented media and regulatory scrutiny? You'll be in a better position to answer "yes" after consulting this definitive list of more than 200 questions, developed by the world's largest association of compensation professionals.