Book Chapters

Permanent URI for this collection https://rda.sliit.lk/handle/123456789/4200

The book chapters authored by SLIIT researchers are included in this collection. Access to full texts may be restricted depending on the access and licensing terms.

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Start date: 2025Subject: search.filters.subject.Job analysis

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    Introduction to Compensation Management
    (IGI Global, 2025-01-01) Rajapakshe, W
    This chapter examines compensation management, emphasizing its vital role in modern organizations. It defines compensation management, distinguishing between direct (salaries, bonuses) and indirect (benefits, non- monetary rewards) forms. The chapter highlights its importance in attracting, retaining, and motivating talent, linking these outcomes to performance and sustainability. It explores how compensation reflects and reinforces culture and values, shaping behavior and commitment. The evolution from an operational to a strategic HR function is outlined, showing alignment with goals such as innovation and efficiency. The role of compensation in managing change, supporting globalization, and embracing diversity is discussed, illustrating adaptability to complex environments. Key principles of effective compensation management and a six- step process—from job analysis to wage and salary implementation—are presented, underscoring its contribution to a motivated, engaged, high- performing workforce aligned with strategy.
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    Designing a Compensation Strategy
    (IGI Global, 2025-01-01) Rajapakshe, W
    This chapter provides a comprehensive analysis of compensation design as a strategic lever for organizational success. It examines strategic compensation planning, highlighting the alignment of pay systems with business objectives to motivate desired behaviors, enhance productivity, and support long- term goals. Factors affecting employee compensation—including internal equity, external competitiveness, performance, skills, experience, and market benchmarks—are explored to inform effective pay decisions. The chapter distinguishes job evaluation from performance appraisal, emphasizing its role in establishing fair, transparent pay structures. Key features and methods of job evaluation—ranking, classification, point- factor, and factor comparison—are discussed, offering practical guidance for designing compensation systems that attract and retain talent, reinforce performance, and sustain competitive advantage in evolving business environments.