Global Compensation

1. Auflage 2008
ISBN: 978-0-415-77503-8
Verlag: Routledge

Buch, Englisch, 246 Seiten, Format (B × H): 175 mm x 245 mm, Gewicht: 447 g

Reihe: Global HRM

Compensation is a systematic approach to providing monetary value and other benefits to employees in exchange for their work and service. But pay and conditions becomes a more complicated issue for multinational companies which operate across different locations and cultures, and who employ an increasingly diverse range of personnel.

This unique new text gives in-depth analysis of the key themes and emerging topics faced by global enterprises when dealing with compensation issues. The first section, ‘Foundation Concepts’, looks at the design of compensation packages for a number of different employee groups; from supply chain management to research and development, as well as ethical considerations when dealing with a global context, and the concept of performance related pay. The second section, ‘Global Applications’, looks at current debates in the field, including the influence of national cultures on compensation schemes, discrepancies in CEO pay, and contrasts in wages between industry types.

Part of Routledge’s Global HRM, this is is an invaluable text for any student of HRM, Business and Management, or any practitioner working in this area.

Autoren/Hrsg.

Gomez-Mejia, Luis

Werner, Steve

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

Section 1: Foundational Concepts 1. Compensation Practices Around the World: Influence of Institutional and Cultural Factors 2. Performance Measurement Issues and Global Incentive Application 3. The Role of Incentives in Supporting Socially Responsible Firm Behaviors 4. Managerial Discretion and Compensation Strategies: An International Perspective 5. Incentives to Stimulate Innovation in a Global Context 6. Ethical Issues in Global Compensation Management 7. Executive Compensation in an International Context 8. Stakeholders' Value Maximization versus Stakeholders' Interest: What Criteria Should be Used to Set Executive Pay? 9. Incentive Alignment within the Internal Supply Chain in Global Organizations Section 2: Global Applications 10. Global Differences and Trends in the Effects of Monetary and Non-Monetary Rewards 11. The Global Convergence of Compensation Practices 12. National Culture and Compensation 13. Pay for Performance for Global Employees 14. Global Differences in Benefits Coverage 15. Benefits for Global Employees 16. Why is CEO Pay in the U.S. Higher than in other Countries? 17. Corporate Governance and Executive Pay in Global Firms 18. Trends in Global Compensation

Über Autor(innen)

Luis R. Gomez-Mejia holds the Horace Steele Chair in the Management Department at Arizona State University, USA. His publications have appeared in most major management journals, including Academy of Management Journal, Academy of Management Review, Administrative Science Quarterly, Personnel Psychology, Journal of Management and Strategic Management Journal.

Steve Werner is an Associate Professor of Management at the University of Houston, USA. He has published over three dozen academic and practitioner papers on HRM and international business. Professor Werner serves on the editorial board of the Human Resource Management Journal and Human Resource Management Review.