Compensation management is one of the most challenging human resource areas because it contains many elements and has a far-reaching effect on the organisation’s goals. The purpose ...

At the heart of most executive compensation plans is the idea that executives should be rewarded if the organization grows in profitability and value over a period of years. Because ...

Skill-based pay refers to a pay system in which pay increases are linked to the number or depth of skills an employee acquires and applies and it is a means of developing broader and ...

1. Do carefully craft the design of the plan to the specific needs of the organization. It is almost impossible to borrow any other organization’s design. For the plan to have a solid ...

Two objectives influence executive compensation: <=1=> Ensuring that the total compensation packages for executives are competitive with the compensation packages in other firms ...

=> Base salary => Incentive pay, with a short-term focus, usually in the form of a bonus => Incentive pay, with a long-term focus, usually in some combination of stock awards, option ...

Compensation or remuneration for the executive managers is different from compensation for other employees in most the organizations. Executive compensation covers employees that include ...

Acceptance of SBP is a basic change management issue. Clearly, employees need to understand how they can make more money under the system, and need a realistic idea of how long it will ...

Compensation is a collective bargaining issue in union settings, so the union must partner in the design process. There are many SBP examples in union settings, and SBP designs do not ...

The most basic condition for success is that there is a wide range (in depth and or breadth) of skills, knowledge, or competency for employees to acquire and use in their jobs. SBP ...