Download or read book Rewarding Organizing and Managing People in the 21st Century Time for a Strategic Approach Report of the 8th Quadrennial Review of Military Compensation Working Papers written by and published by . This book was released on 1997 with total page 233 pages. Available in PDF, EPUB and Kindle. Book excerpt: There are numerous studies, research reports, and theories that attempt to explain the complex behavior of people at work. They try to give managers prescriptions for the best way to manage an organization's human resources enabling them to achieve organizational ends. This section briefly introduces a number of motivational theories from the field of industrial and organizational psychology. The first set of theories, called content theories, focuses on the specific factors that motivate people. The second set of theories, the process theories, attempts to explain and describe how people start, direct, sustain and stop behavior. The discussion of these theories will be followed by examples of how they might be used to think about compensation.
Download or read book BUGA 99 Magdeburg written by Bundesgartenschau and published by . This book was released on 1998 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Rewarding Organizing and Managing People in the 21st Century Time for a Strategic Approach Report of the 8th Quadrennial Review of Military Compensation Part 1 A Strategic Perspective written by and published by . This book was released on 1997 with total page 97 pages. Available in PDF, EPUB and Kindle. Book excerpt: In response to the requirements of the Government Performance and Results Act of 1993, the Defense Planning Guidance for fiscal years 1998-2OO3 stated, for the first time, the strategic plan for the Department of Defense, including the department's mission, vision and six corporate goals. The President and the Secretary of Defense provide the general context for military strategic planning in the department through the National Security Strategy and its implementation guidance. The Chairman of the Joint Chiefs of Staff, as the principal military adviser to the President, the National Security Council and the Secretary of Defense, presents his views on national strategy and policy to the National Security Council during the formulation process. He also presents the views of the other members of the Joint Chiefs of Staff and of the combatant commanders. Based on the National Security Strategy and its implementation guidance, the Chairman then develops the National Military Strategy in coordination with the other members of the Joint Chiefs of Staff. The National Military Strategy contains the Chairman's recommendations to the President and the Secretary for the department's support of the national security objectives, including the fiscally constrained force structure required to accomplish those objectives. To formulate the National Military Strategy, the department currently uses two interrelated systems: the Joint Strategic Planning System and the planning phase of the planning, programming and budgeting system. Figure 1 shows a notional view of this planning process and its linkages to the subsequent programming phase.
Download or read book MR written by and published by . This book was released on 2004 with total page 156 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Quadrennial Review of Military Compensation written by United States. Department of Defense and published by . This book was released on 1983 with total page 504 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Assessing Compensation Reform written by Beth J. Asch and published by RAND Corporation. This book was released on 2008 with total page 142 pages. Available in PDF, EPUB and Kindle. Book excerpt: Military compensation is a pillar of the all-volunteer force. It is a fundamental policy tool for attracting and retaining personnel, and its structure-and the incentives implied by its structure-can affect U.S. service members' willingness to join, exert effort, demonstrate their leadership potential, remain in the military, and, eventually, exit the military at an appropriate time. Military compensation is a composite of current pay and allowances, special and incentive pays, health benefits, disability benefits, retirement benefits, and other benefits. Its importance to the readiness and morale of the force is such that it is reviewed every four years to determine whether it is adequate to meet the U.S. military's objectives. To inform the 10th Quadrennial Review of Military Compensation, this monograph presents an in-depth examination of the mix and structure of the U.S. military's current retirement-benefit system and several policy alternatives. The study included the development of a model that was estimated and used to run a series of simulations based on active-duty and reserve personnel data to track the careers and potential decisionmaking of military personnel across the services. The simulation results were then assessed in terms of their cost-effectiveness and ability to meet the services' expectations for accession, retention, and career mobility.
Download or read book Report of the President s Commission on Military Compensation written by United States. President's Commission on Military Compensation and published by . This book was released on 1978 with total page 220 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Report of the Tenth Quadrennial Review of Military Compensation Volume 1 Cash Compensation written by and published by . This book was released on 2008 with total page 178 pages. Available in PDF, EPUB and Kindle. Book excerpt: Compensation to service members is one of the largest components of the Department of Defense (DOD) budget. Its role in recruiting, retaining, and motivating the nation's uniformed services also makes it one of the most crucial elements of the budget. Without adequate compensation, the nation would be unable to sustain the all-volunteer force, in the size and with the skill set needed, to support the missions called for in the national security strategy. Today's demands on the force in operational theaters around the world, competition from the private sector in recruiting and retention, and changing interests of today's youth all demand robust action on the part of the uniformed services in attracting and sustaining their workforce. A critical tool in that endeavor is the compensation system. The Tenth Quadrennial Review of Military Compensation (10th QRMC), chartered by the President in August 2005, embarked on its review of the compensation system with the challenges of the current national security environment as context. It also considered the principles that should guide its efforts tenets against which its findings and recommendations would be evaluated and judged. The QRMC adopted four such principles to guide its analyses: 1. All-Volunteer 2. Flexible and Responsive 3. Strategic Best Value 4. Support Achievement of Strategic Objectives and Outcomes. These principles underpin a compensation system that must meet a wide range of essential and challenging force management goals. Against this background, the 10th QRMC focused its attention on seven compensation-related areas: 1. adequacy of compensation 2. special pays and bonuses 3. pay for performance 4. housing allowance 5. retirement system 6. health care 7. quality of life The first four topics are addressed in this volume, Volume 1, of the QRMC's report and are summarized below. The latter three will be covered in Volume 2.
Download or read book Assessing Compensation Reform Research in Support of the 10th Quadrennial Review of Military Compensation written by and published by . This book was released on 2008 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Military retirement reform has been a central element of the policy debate regarding why and how to restructure the system for compensating members of the U.S. armed forces. Concerns about the compensation system, and the retirement system specifically, include the rising cost of military compensation and the need for greater efficiency in the provision of compensation, the greater need for flexibility to reshape the force as missions change in ways that challenge the current compensation system, and issues related to the equity of military retirement benefits of active versus reserve personnel, junior versus senior personnel, and military personnel versus their civilian counterparts. Active members can claim retirement benefits before reservists can; junior members who leave prior to completing 20 years of service do not qualify for retirement benefits, unlike their more senior counterparts; and the 20-year vesting rule is outside the civilian vesting norm of 5-7 years of service, under the Employee Retirement Income Security Act of 1974 (ERISA). The 10th Quadrennial Review of Military Compensation (QRMC), building on previous studies and commission reports, including the 2006 report of the Defense Advisory Committee on Military Compensation (DoD, 2006) and the 2000 report of the Defense Science Board Task Force on Human Resources Strategy, has proposed an alternative military retirement system that addresses concerns regarding the current system while still sustaining the force. The defined benefit (DB) and defined contribution (DC) plans are the foundation of the alternative system considered in this analysis. RAND was asked to develop a modeling capability to assess compensation alternatives, such as the QRMC proposal, in terms of their effects on military retention, retirement behavior, vesting, cost, reserve participation, and the value of compensation from the perspective of the member leaving active duty. This monograph presents the results of that study.
Download or read book Analysis of a Time In Grade Pay Table for Military Personnel and Policy Alternatives written by Beth J. Asch and published by . This book was released on 2021-02-28 with total page 134 pages. Available in PDF, EPUB and Kindle. Book excerpt: Federal law mandates that every four years the Secretary of Defense conduct an assessment of the military compensation system, resulting in a Quadrennial Review of Military Compensation (QRMC). In response to this request articulated in Section 603 of the Senate Armed Services Committee version of the National Defense Authorization Act of 2019, the 13th QRMC is providing an assessment of the effects of a time-in-grade pay table for military personnel, particularly on readiness. A time-in-grade pay table would set pay based on pay grade and years of service within a grade, in contrast to the current time-in-service pay table, which sets pay based on pay grade and years of service inthe military.
Download or read book Paid to Perform written by Roy A. Wallace and published by Department of the Army. This book was released on 2015-06 with total page 67 pages. Available in PDF, EPUB and Kindle. Book excerpt: Transforming the U.S. military's personnel management system is critical to long-run American national security interests, particularly as increasingly capable peer adversaries emerge. Talent management is critical to confronting these threats, particularly in an austere fiscal environment. This transformation cannot take place in a vacuum, however. As an extensive body of labor economics literature makes clear, total compensation management is an integral part of talent management. As the military changes the way it accesses, retains, develops, and employs its people, so, too, must it change the ways in which it compensates them. However, the current compensation system, rooted in industrial-era labor management practices, has outlived its usefulness. It is not linked to defined organizational outcomes, rests upon an ineffectual evaluation system, and does little to incentivize performance. Designed to complement an "up or out" personnel system that treats people as interchangeable parts, it has been rendered obsolete by dramatic changes in the American labor market, fiscal constraints, technological advances, and the changing nature of information age work. Using the Army's officer corps as a case study upon which a wider compensation model can be built, a system is proposed that integrates redesigned basic pays and pensions, "monetizes" nonpay benefits, and provides additional performance incentives in critical positions demanding organizational productivity. Audience: Personnel managers, human resources and benefits program department heads, military command leaders overseeing active duty commissioned officers, and armed forces reserve commands, plus compensation analysts, labor lobbyists, and economists may be interested in this work. Additionally military members interested in advancing in their military careers, Reserve personnel, and ROTC students may also have an interest in this work. Related Products: Starting Strong: Talent-Based Branching of Newly Commissioned U.S. Army Officers can be found here: https: //bookstore.gpo.gov/products/sku/008-000-01184-2 The Future Security Environment: Why the U.S. Army Must Differentiate and Grow Millennial Officer Talent is available here: https: //bookstore.gpo.gov/products/sku/008-000-01197-4 The Armed Forces Officer can be found here: https: //bookstore.gpo.gov/products/sku/008-000-01234-2 How We Fight: Handbook for the Naval Warfighter is available here: https: //bookstore.gpo.gov/products/sku/008-000-01149-4
Download or read book Report of the Tenth Quadrennial Review of Military Compensation Volume 2 Deferred and Noncash Compensation written by and published by . This book was released on 2008 with total page 200 pages. Available in PDF, EPUB and Kindle. Book excerpt: The military compensation system includes a complex package of cash, deferred, and noncash benefits. In general, this system works effectively to attract and retain the high-quality personnel needed in the uniformed services of the 21st century. That said, there is room for improvement to increase the system's flexibility and better enable force managers to respond to changing requirements in support of national security missions. Improvements can also increase member choice, serving to enhance recruiting and retention efforts in the uniformed services. Volume 1 of the Report of the Tenth Quadrennial Review of Military Compensation (10th QRMC) covered cash compensation the single largest component of military compensation. This volume, Volume 2, builds upon that effort with the results of the QRMCs evaluation of deferred and noncash compensation an evaluation that examined military retirement, health care, and quality of life programs. Cash compensation accounts for almost half of service members compensation; deferred, or future, benefits another 31 percent; and noncash compensation, such as health care, educational benefits, and many quality of life programs, the remaining 21 percent. The combination of deferred and noncash compensation is significantly higher than what is typically seen in civilian compensation plans, where these elements account for only one third of employee compensation. As compensation tools, deferred and noncash (or in-kind) benefits present unique challenges to force managers seeking to optimize the use of compensation resources. They are less efficient, their value is less easily understood by military personnel and their families, and, at least in many cases in the current system, they are relatively inflexible.
Download or read book The Quadrennial Review of Military Compensation 3rd Staff Studies and Selected Supporting Papers Volume X Total Compensation Setting written by OFFICE OF THE SECRETARY OF DEFENSE WASHINGTON D C. and published by . This book was released on 1977 with total page 266 pages. Available in PDF, EPUB and Kindle. Book excerpt: This final volume of the QRMC staff studies contains recommendations for implementing a future military compensation system. The QRMC proposed a modernized pay and allowances system incorporating the major elements of pays and benefits in a total compensation system. This system would use a pay standard based on work level linkages to the Federal Civil Service compensation system, and would include explicit recognition of the 'Military Factor' -- the net differences between conditions of military service and conditions of civilian employment. Topics discussed are: Modernized Military Pays and Allowances System; The Salary System; The Taxable Pay and Allowances System; and Total Military Compensation Assessment Methods.
Download or read book Setting the Level and Annual Adjustment of Military Pay written by Beth J. Asch and published by . This book was released on 2021-02-28 with total page 218 pages. Available in PDF, EPUB and Kindle. Book excerpt: Every four years, the U.S. Department of Defense (DoD) commissions a review of the military compensation system. Since the 9th such commission reporting in 2002, the benchmark for setting the level of military pay has been at about the 70th percentile of earnings for similar civilians given the unusual demands and arduous nature of military service. The 70th percentile benchmark was based on analysis from the 1990s indicating that pay at around this level had historically been necessary to enable the military to recruit and retain the quality and quantity of personnel required. In addition, by law, the annual increase in military basic pay is guided by changes in the Employment Cost Index (ECI), a measure of the growth in private-sector employment costs; research from the early 1990s suggested that an alternative to the ECI, the Defense Employment Cost Index (DECI), would be more relevant to military personnel. The authors of this report provide input on the setting of the level of military pay, the relevance of the 70th percentile, and the use of the DECI versus the ECI in setting the annual adjustment to military pay. They find that current military pay may be too high, since recruit quality today exceeds DoD's stated requirements, and, further, quality and retention both exceed the levels observed during the late 1980s and mid-1990s, when the 70th percentile was established. However, the 70th percentile may be too low a benchmark, because there are reasons to believe that the recruiting environment is more difficult than it was in earlier periods. Figures of around the 75th to 80th percentile for enlisted personnel and of around the 75th percentile for officers are likely to meet existing recruit quality objectives. Assessing the ECI versus the DECI, the authors conclude DoD should consider replacing or supplanting the former with the latter. The DECI has several advantages over the ECI, and most of the critiques of the DECI have been addressed by advances in data availability and computing power in recent decades.
Download or read book The Third Quadrennial Review of Military Compensation written by United States. Dept. of Defense and published by . This book was released on 1976 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Managing People in Sport Organizations written by Tracy Taylor and published by Routledge. This book was released on 2015-01-09 with total page 335 pages. Available in PDF, EPUB and Kindle. Book excerpt: Managing People in Sport Organizations provides a comprehensive overview of the theory and practice of managing people within a strategic framework. This revised and updated second edition examines a range of strategic human resource management approaches that can be used by sport organizations to respond to contemporary challenges and to develop a sustainable performance culture. Drawing on well-established conceptual frameworks and current empirical research, the book systematically covers every key area of HRM theory and practice, including: recruitment training and development performance management and appraisal motivation and reward organizational culture employee relations diversity managing change This new edition also includes expanded coverage of social media, volunteers, and individuals within organizations, and is supported with a new companion website carrying additional resources for students and instructors, including PowerPoint slides, exam questions and useful web links. No other book offers such an up-to-date introduction to core concepts and key professional skills in HRM in sport, and therefore Managing People in Sport Organizations is essential reading for any sport management student or any HR professional working in sport.
Download or read book The Congress Should Act to Establish Military Compensation Principles written by United States. General Accounting Office and published by . This book was released on 1979 with total page 52 pages. Available in PDF, EPUB and Kindle. Book excerpt:
