Pay-for-Knowledge Systems : Guidelines for Practice
In the era of the knowledge-based economomy and continuous learning. Pay-for-knowledge (PFK) conpensation plans have received an over increasing amount of attention from both practitioners and researchers. However, the implementation of a PFK compensation plan does not auarantee that plan's success within any given organization. This article defines the characteristics of PFK systems, identifies the critical success factors necessary to emplement these plans, and discusses the available evidence on the advantages and disadvantages of these systems for companies and employees.
To our knowledge, this item is not available for
download. To find whether it is available, there are three
1. Check below under "Related research" whether another version of this item is available online.
2. Check on the provider's web page whether it is in fact available.
3. Perform a search for a similarly titled item that would be available.
|Date of creation:||1999|
|Contact details of provider:|| Postal: Canada; Queen's University. School of Industrial Relations. School of Industrial Relations / Industrial Relations Centre. Kingston, Ontario Canada K7P 3N6|
When requesting a correction, please mention this item's handle: RePEc:fth:qkiris:25. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Thomas Krichel)
If references are entirely missing, you can add them using this form.