List of figures

0.1
0.2
1.1
1.2
1.3
1.4
2.1
2.2
2.3
2.4
2.5
4.1
4.2
9.1
13.1
15.1
16.1
18.1
18.2
20.1
25.1

Route map
Relationship between aspects of people management
HRM activities
The Human Resource Cycle
The Harvard Framework for Human Resource Management
Model of the link between HRM and performance
The Sears Roebuck Model: Employee-Customer-Profit chain
The balanced scorecard
The EFQM model
Human capital external reporting framework
Human capital reporting dashboard for area managers: Nationwide
Types of personnel management
The changing role of the HR practitioner
Strategic review sequence
Example of a role profile
Dimensions of the employment relationship
A model of the psychological contract
The process of motivation
Motivation model
Channels of communication within groups
The process of human resource planning

xxvi
2
5
6
7
23
41
43
44
49
51
78
79
142
192
216
230
253
260
294
370

xviii List of figures

25.2
26.1
26.2
26.3
26.4
26.5
26.6
26.7
27.1
27.2
27.3
28.1
28.2
29.1
33.1
34.1
34.2
35.1
36.1
36.2
37.1
37.2
37.3
37.4
38.1
38.2
38.3
39.1
41.1
41.2
42.1
42.2
42.3
43.1
43.2
43.3
43.4
43.5

A survival curve
The elements of talent management
Career progression curves
The process of career management
Management succession schedule
Competence band career progression system
Career paths in a career family structure
Talent acquisition and development at Centrica
Person specification for an HR officer
Example of an application form (compressed)
Accuracy of some methods of selection
Part of a critical-incident interview for sales people
Behavioural-based interview set
A normal curve
The performance management cycle
360-degree feedback model
360-degree feedback profile
Components of human resource development
Single- and double-loop learning
Managing learning to add value; the learning cycle
The Kolb learning cycle
A standard learning curve
Different rates of learning
A stepped learning curve
Stages in preparing and implementing a personal development plan
Impact of development
Systematic training model
A blended learning programme
Learning needs analysis areas and methods
A learning specification
Reward management: elements and interrelationships
The components of total reward
Model of total reward
A reward gap analysis
Reward philosophy and guiding principles at B&Q
A model of the reward strategy development process
Reward strategy priorities
The Norwich Union Insurance Progression, Performance & Pay
framework

378
391
401
401
404
405
406
408
412
426
433
448
449
467
504
522
525
534
541
542
552
555
555
556
572
575
577
587
611
613
630
631
633
646
650
651
652
654

List of figures xix

43.6
44.1
44.2
44.3
46.1
46.2
46.3
46.4
46.5
46.6
46.7
46.8
46.9
47.1
47.2
47.3
47.4
47.5
47.6
47.7
47.8
50.1
52.1
52.2
52.3
53.1

Integrated reward model Kwik-fit

A paired comparison
A typical job evaluation programme
Design sequence
A narrow, multi-graded structure
A broad-graded structure
Narrow and broad-banded structures
A broad-banded structure with zones
A job family structure
A career family structure
A pay spine
Type of grade and pay structure
Flow chart: design of a new grade and pay structure
Incidence of contingent pay schemes
Line of sight model
Performance-related pay
Competence-related pay
Contribution pay model (1)
Contribution pay model (2)
Contribution-related pay
Contribution-related pay model (Shaw Trust)
Employee relations: reconciliation of interests
Negotiating range within a settlement range
Negotiating range with a negotiating gap
Stages of a negotiation
A framework for employee voice

655
665
675
676
692
693
694
694
694
696
697
701
705
708
713
713
714
716
716
717
718
760
799
800
801
809