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Table of Contents
Intro
ACKNOWLEDGEMENTS
FOREWORD
TABLE OF CONTENTS
ABOUT THE AUTHORS
LIST OF CONTRIBUTORS
OVERVIEW AND CONTEXT
CHAPTER 1
Global changes and turbulent times ahead
1.1 INTRODUCTION
1.2 SOME GLOBAL TRENDS
1.3 SOME GLOBAL RISKS
1.4 PRACTICAL CONSIDERATIONS
1.5 ORGANISATION DESIGN APPLICATION
1.6 CONCLUSION
CHAPTER 2
The Rise of the Contingent Workforce
2.1 INTRODUCTION
2.2 THE CONTINGENT WORKFORCE
2.3 THE EVOLUTION OF THE CONTINGENT WORKFORCE
2.4 DOES A CONTINGENT WORKFORCE NEED A NEW PSYCHOLOGICAL CONTRACT?
2.5 ADAPTING HR PRACTICES TO ACCOMMODATE THE CONTINGENT WORKFORCE
2.6 THE CONTINGENT WORKFORCE - BARRIERS TO ENTRY
2.7 CONCLUSION
CHAPTER 3
What is Job Evaluation?
3.1 INTRODUCTION
3.2 THE NEED FOR JOB EVALUATION AT ALL STAGES OF A BUSINESS LIFECYCLE
3.3 JOB EVALUATION PROCESS
3.4 WHY JOB EVALUATION SYSTEMS FAIL
3.5 CHOICE OF A JOB EVALUATION SYSTEM
3.6 POINTS TO REMEMBER WHEN EVALUATING JOBS
3.7 JOB EVALUATION: FREQUENTLY ASKED QUESTIONS AND SAMPLE ANSWERS
3.8 CONCLUSION
CHAPTER 4
Paterson Job Evaluation
4.1 OVERVIEW AND INTRODUCTION
4.2 HOW TO CARRY OUT PATERSON JOB EVALUATION
4.3 HIERARCHY OF SKILLS AND DECISIONS
4.4 THE STEPS TO FOLLOW WHEN CONDUCTING A PATERSON JOB EVALUATION
4.5 DEFINITIONS
4.6 DIMENSIONS OF A PATERSON JOB EVALUATION
CHAPTER 5
The impact of Job Evaluation on salary structures
5.1 INTRODUCTION
5.2 WHAT IS A SALARY STRUCTURE?
5.3 WHAT INFORMS A SALARY STRUCTURE?
5.4 DEVELOPING A SALARY STRUCTURE
5.5 CONCLUSION
CHAPTER 6
Equal pay for work of equal value
6.1 INTRODUCTION
6.2 EQUAL PAY FOR WORK OF EQUAL VALUE
6.3 HOW WILL EMPLOYEES RECTIFY THE CURRENT SITUATION?
6.4 CONCLUSION
CHAPTER 7
Measuring income inequality - A holistic approach
7.1 INTRODUCTION.
7.2 INCOME INEQUALITY IN SOUTH AFRICA
7.3 METHODOLOGIES AND ANALYSES
7.4 CONCLUSION
CHAPTER 8
Job Evaluation in the new world of work
8.1 INTRODUCTION
8.2 TECHNOLOGICAL DEVELOPMENTS IMPACT JOB EVALUATION
8.3 POPULAR MISCONCEPTIONS ON JOB EVALUATIONS
8.4 FLEXIBILITY OF THE JOB EVALUATION SYSTEM
8.5 IMPACT ON REMUNERATION STRUCTURES
8.6 CONCLUSION
CHAPTER 9
The psychological impact of the new way of Job Evaluation
9.1 INTRODUCTION
9.2 THE TRADITIONAL APPROACH TO JOB ANALYSIS
9.3 FUTURE OF JOB ANALYSIS
9.4 THE ROLE OF THE JOB DESCRIPTION/PROFILE
9.5 JOB DESIGN
9.6 CONCLUSION
CHAPTER 10
What should we do right now?
10.1 INTRODUCTION
10.2 CONCLUSION
Annexures
Annexure 1: Commonly used systems of Job Evaluation
REFERENCES
Chapter 1 References
Chapter 2 References
Chapter 3 References
Chapter 6 References
Chapter 7 References
Chapter 9 References
Chapter 10 References
ENDNOTES
INDEX.
ACKNOWLEDGEMENTS
FOREWORD
TABLE OF CONTENTS
ABOUT THE AUTHORS
LIST OF CONTRIBUTORS
OVERVIEW AND CONTEXT
CHAPTER 1
Global changes and turbulent times ahead
1.1 INTRODUCTION
1.2 SOME GLOBAL TRENDS
1.3 SOME GLOBAL RISKS
1.4 PRACTICAL CONSIDERATIONS
1.5 ORGANISATION DESIGN APPLICATION
1.6 CONCLUSION
CHAPTER 2
The Rise of the Contingent Workforce
2.1 INTRODUCTION
2.2 THE CONTINGENT WORKFORCE
2.3 THE EVOLUTION OF THE CONTINGENT WORKFORCE
2.4 DOES A CONTINGENT WORKFORCE NEED A NEW PSYCHOLOGICAL CONTRACT?
2.5 ADAPTING HR PRACTICES TO ACCOMMODATE THE CONTINGENT WORKFORCE
2.6 THE CONTINGENT WORKFORCE - BARRIERS TO ENTRY
2.7 CONCLUSION
CHAPTER 3
What is Job Evaluation?
3.1 INTRODUCTION
3.2 THE NEED FOR JOB EVALUATION AT ALL STAGES OF A BUSINESS LIFECYCLE
3.3 JOB EVALUATION PROCESS
3.4 WHY JOB EVALUATION SYSTEMS FAIL
3.5 CHOICE OF A JOB EVALUATION SYSTEM
3.6 POINTS TO REMEMBER WHEN EVALUATING JOBS
3.7 JOB EVALUATION: FREQUENTLY ASKED QUESTIONS AND SAMPLE ANSWERS
3.8 CONCLUSION
CHAPTER 4
Paterson Job Evaluation
4.1 OVERVIEW AND INTRODUCTION
4.2 HOW TO CARRY OUT PATERSON JOB EVALUATION
4.3 HIERARCHY OF SKILLS AND DECISIONS
4.4 THE STEPS TO FOLLOW WHEN CONDUCTING A PATERSON JOB EVALUATION
4.5 DEFINITIONS
4.6 DIMENSIONS OF A PATERSON JOB EVALUATION
CHAPTER 5
The impact of Job Evaluation on salary structures
5.1 INTRODUCTION
5.2 WHAT IS A SALARY STRUCTURE?
5.3 WHAT INFORMS A SALARY STRUCTURE?
5.4 DEVELOPING A SALARY STRUCTURE
5.5 CONCLUSION
CHAPTER 6
Equal pay for work of equal value
6.1 INTRODUCTION
6.2 EQUAL PAY FOR WORK OF EQUAL VALUE
6.3 HOW WILL EMPLOYEES RECTIFY THE CURRENT SITUATION?
6.4 CONCLUSION
CHAPTER 7
Measuring income inequality - A holistic approach
7.1 INTRODUCTION.
7.2 INCOME INEQUALITY IN SOUTH AFRICA
7.3 METHODOLOGIES AND ANALYSES
7.4 CONCLUSION
CHAPTER 8
Job Evaluation in the new world of work
8.1 INTRODUCTION
8.2 TECHNOLOGICAL DEVELOPMENTS IMPACT JOB EVALUATION
8.3 POPULAR MISCONCEPTIONS ON JOB EVALUATIONS
8.4 FLEXIBILITY OF THE JOB EVALUATION SYSTEM
8.5 IMPACT ON REMUNERATION STRUCTURES
8.6 CONCLUSION
CHAPTER 9
The psychological impact of the new way of Job Evaluation
9.1 INTRODUCTION
9.2 THE TRADITIONAL APPROACH TO JOB ANALYSIS
9.3 FUTURE OF JOB ANALYSIS
9.4 THE ROLE OF THE JOB DESCRIPTION/PROFILE
9.5 JOB DESIGN
9.6 CONCLUSION
CHAPTER 10
What should we do right now?
10.1 INTRODUCTION
10.2 CONCLUSION
Annexures
Annexure 1: Commonly used systems of Job Evaluation
REFERENCES
Chapter 1 References
Chapter 2 References
Chapter 3 References
Chapter 6 References
Chapter 7 References
Chapter 9 References
Chapter 10 References
ENDNOTES
INDEX.