by Chan Chung-Fat.Thesis (M.B.A.)--Chinese University of Hong Kong, 1997.Includes bibliographical references (leaves 79-81).TABLE OF CONTENTS ---  p.iiiPREFACE ---  p.vEXECUTIVE SUMMARY ---  p.1ChapterChapter I. --- INTRODUCTION ---  p.3Pay Management as a tool to attain competitive advantage ---  p.4Objective ---  p.5Methodology ---  p.5Chapter II. --- PAY MANAGEMENT AS A COMPETITIVE TOOL ---  p.7Does Pay matter ？ ---  p.8Staffing ---  p.11Performance Management ---  p.12Employee Development ---  p.13Organizational Development ---  p.14Summary ---  p.15Chapter III. --- PAY MANAGEMENT - BEST PRACTICES ---  p.17Simplicity and Openness ---  p.19Consistency ---  p.20Process Standardization ---  p.22Ownership of Pay Management Process ---  p.23Control ---  p.24Pay for Performance and Competency ---  p.26Pay for Contribution and Variable Pay ---  p.27Incorporating Performance Management as part of Corporate Culture ---  p.30Measurement ---  p.33Link to Employee Development ---  p.35Adaptability ---  p.36Outsourcing and Strategic Center ---  p.38Summary ---  p.39Chapter IV. --- PAY MANAGEMENT SYSTEM IN HK COMPANIES ---  p.40Modern Terminals Limited ---  p.41Dah Sing Bank Financial Group ---  p.46The Royal Hong Kong Jockey Club ---  p.48Kowloon-Canton Railway Corporation ---  p.51Dow ---  p.53Intel ---  p.56Marks & Spencer ---  p.58Chapter V. --- CONCLUSION ---  p.61Corporate Vision and Mission ---  p.62Corporate Culture ---  p.64Organizational Structure and Company Size ---  p.66HR Leadership and Vision ---  p.67Employee Profile ---  p.68Information Technology ---  p.69Business Environment ---  p.69Summary ---  p.71APPENDIX ---  p.72BIBLIOGRAPHY ---  p.7