Total compensation in a global marketplace

Article Abstract:

Companies need to develop an international total compensation philosophy to survive the global marketplace. This philosophy should take into account the socio-economic differences of various countries. Thus, a company should develop an international total compensation perspective through cooperation and communication between corporate and local management. The objectives and the desired competitive position to be achieved should be identified. Next, comparator groups need to be determined. Finally, the company's current compensation program should be evaluated against the total compensation objectives.

Cover Story

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Cognitive processes in the translation of job-descriptive information into attribute requirements for the purpose of personnel selection

Article Abstract:

Pay and gender are two categories which affect the way a job-description is evaluated by a prospective candidate. The number of people responding to a job advertisement can be influenced by the job title, such as the inclusion of a specific gender, which predisposes a rise in the number of people applying from the preferred sexual group. Response on wage levels is determined by a knowledge of wages within a specific job market and area. Professional people tend to have a greater knowledge of wage levels, responding in greater numbers to relevant information within advertisements.

Legislative Bodies, Human Resources, Human resource management, Management research, Job vacancies

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Job evaluation systems and pay grade structures: do they match?

Article Abstract:

Research is presented analysing the assumption that pay grade structures match job value scores in job evaluations, with pay grade classification agreement found to be consistently under 90%, even when job value scores are highly correlated.

Wages, Wages and salaries, Job evaluation

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