Documente Academic
Documente Profesional
Documente Cultură
Part
I
Chapter 3 Defining Internal Alignment
Chapter 4 Job Analysis
Chapter 5 Evaluating Work: Job Evaluation
Chapter 6 Person-Based Structures
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STRATEGIC
POLICIES
ALIGNMENT
COMPETITIVENESS
CONTRIBUTORS
STRATEGIC
OBJECTIVES
TECHNIQUES
Work
Descriptions
Analysis
Market
Surveys
Definitions
Seniority
Based
Evaluation/
Certification
Policy
Lines
Performance
Based
Merit
Guidelines
INTERNAL
STRUCTURE
PAY
STRUCTURE
INCENTIVE
PROGRAMS
EFFICIENCY
Performance
Quality
Customers
Stockholders
Costs
FAIRNESS
COMPLIANCE
ADMINISTRATION
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Chapter
3
Defining Internal Alignment
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Learning Objectives
After studying Chapter 3, students should be able to:
1.
2.
3.
4.
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Compensation Strategy:
Internal Consistency
Supports Work Flow
Supports Fairness
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Internal Consistency:
Engineering Job Structure at Lockheed
Entry Level
Recognized
Authority
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Internal Consistency:
Engineering Pay Structure at Lockheed
Entry Level
Recognized
Authority
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ORGANIZATION FACTORS:
Strategy
HR Policy
Technology
Employee Acceptance
Human Capital
Cost Implications
INTERNAL STRUCTURE:
Levels
Differentials
Criteria
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Consultant
Consultant
Engineer
Engineer
Advisor
Advisor
Engineer
Engineer
Lead
Lead
Engineer
Engineer
Systems
Systems
Engineer
Engineer
Hire
Senior
Senior
Engineer
Engineer
Hire
Engineer
Engineer
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Structures Vary
!An internal pay structure is defined by:
!the number of levels of work
!the pay differentials between the levels
!the criteria used to determine those levels
and differentials
!These are the factors that a manager may
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McGraw-Hill/Irwin
Structure B
De-layered
Chief Engineer
Consulting Engineer
Associate Engineer
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Strategic Choice:
Hierarchical vs Egalitarian
Hierarchical
Egalitarian
Differentials
Many
Large
Fewer
Small
Criteria
Person or Job
Person or Job
Supports:
Close Fit
Loose Fit
Levels
Teams
Behaviors
Cooperation
Equal Treatment
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Undertake training
Increase experience
Pay structure
structure
Pay
Reduce turnover
Facilitate career progression
Facilitate performance
Reduce pay-related
grievances
Reduce pay-related work
stoppages
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MY
MY PAY
PAY
My
My qualifications
qualifications
My
My work
work performed
performed
My
My product
product value
value
McGraw-Hill/Irwin
OTHERS
OTHERS PAY
PAY
Their
Their qualifications
qualifications
Their
Their work
work performed
performed
Their
Their product
product value
value
2002 by The McGraw-Hill Companies, Inc. All rights reserved.
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Summary
! Internal alignment refers to the pay relationships among
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Summary (continued)
! Employees judge a structure to be equitable by
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Review Questions
1.
2.
3.
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