xxix L i s t o f tA b L e s TaBLe 3.1 TaBLe 4.1 TaBLe 4.2 TaBLe 4.3 TaBLe 6.1 TaBLe 8.1 TaBLe 8.2 TaBLe 11.1 TaBLe 12.1 TaBLe 13.1 TaBLe 14.1 TaBLe 14.2 TaBLe 15.1 TaBLe 15.2 TaBLe 19.1 TaBLe 20.1 TaBLe 20.2 TaBLe 23.1 TaBLe 27.1 TaBLe 29.1 TaBLe 29.2 TaBLe 29.3 TaBLe 29.4 TaBLe 47.1 TaBLe 48.1 TaBLe 50.1 Key HR specialist competency areas (Brockbank et al, 1999) 43 Research on the link between HRM and firm performance 51 Components of an HPWS 55 Examples of high-performance working ingredients 56 A summary of human capital measures and their possible uses 76 Incidence of different competency headings 91 Example of a competency framework used in a housing association 93 Schools of organization theory 122 Vertical job loading (job enrichment) principles and motivators involved (source: Herzberg, 1968: 83) 139 Attitude survey 164 Antecedents, types and consequences of engagement (Balain and Sparrow, 2009) 169 Example of an engagement survey 176 Summary of motivation theories 184 Factors affecting motivation strategies and the HR contribution 189 Summary of sources of candidates 226 A survival rate analysis 243 Leavers' length of service analysis 244 The practical implications of learning theory and concepts 283 Example of competency definition with behavioural indicators 339 Summary description of different grade and pay structures 375 Grade and pay structures: criteria for choice 376 Summary of individual contingent pay schemes 378 A pay matrix 384 Example of an interview rating form 528 Criteria for a fully rigorous competency definition 542 Commercial and industrial relations negotiations compared 556