This link has been bookmarked by 1 people . It was first bookmarked on 17 Mar 2007, by Mounirra Jaliel.
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17 Mar 07
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philosophy must be strongly aligned with company objectives.
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e formula for employee proficiency involves calculating a comp ratio - the employee's salary over market, defined as the median or some other control point.
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Paying for employee proficiency is in contrast to paying for longevity,
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Incentive programs should be designed so that high-performance people get high compensation.
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challenge is to create a pay program that acknowledges all three goals without exhausting resources
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purpose of a good compensation philosophy is to attract, retain, and motivate good people. To accomplish these goals, companies use a mixture of the three main components of compensation: Base pay, also called salary; incentive pay, whether in the form of cash or non-cash award such as stock; and benefits, or non-financial rewards
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total compensation
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a company's commitment to how it values employees
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Proficiency is not the same thing as performance.
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Proficiency is not the same thing as performance
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