Published By: DB Squared
Published Date: Sep 21, 2016
Compensation can be a complex and challenging course to navigate. You, the HR professional, are required to accurately map out your organization’s compensation program to effectively retain and recruit high performing human capital for your organization.
Here is your step-by-step guide to building and refining your classification and compensation program, providing the key elements required for your compensation plans and for keeping your company aligned with the talent market.
Compensation managers know that, although budgets are tight, top performers still insist on being rewarded. This complimentary SuccessFactors white paper shows how you can create a strong compensation program. Download it today.
Compensation managers know that, although budgets are tight, top performers insist on being rewarded. Like never before, the pressure is on to structure incentive plans that ensure that rainmakers stay with an organization. This complimentary SuccessFactors white paper shows how to create a strong compensation program. Download it today.
Improve the efficiency of your organization’s talent and performance management program using SuccessFactors. When you download this guide, you’ll find out:
• How an aligned performance and goals function can bring efficiency to your organization
• Ways to improve your employee compensation program that focus on the effective and aligned use of your resources
• How to find a sourcing and selection process that’s optimized for your organization’s needs
• Why using a system like SuccessFactors Employee Central can help bring all of these functions together and effortlessly embed into your business
Download SuccessFactors efficiency guide: 20 ways to increase efficiencies using Performance & Goals, Compensation, Recruiting, and Employee Central and learn the 20 ways you can boost the efficiency of your talent and performance management system.
Published By: Anaplan
Published Date: Nov 27, 2017
"Your sales compensation plan must align to market practices to attract, motivate, and retain the right talent. But only 20 percent of companies surveyed reported complete alignment between the sales compensation program and company objectives.
To achieve the full benefit of an aligned sales compensation plan and a productive sale force, it is best to streamline the many siloed sales planning processes, including:
• Cost of sales
• Account potential
• Sales capacity
• Territory and quota
• Sales forecasting
Download this white paper to see how successful compensation programs can collate numerous data inputs and align processes to meet business goals."
Published By: GuideSpark
Published Date: Sep 12, 2014
Compensation is a critical component of a high performance company culture, used to align employees with the corporate vision and mission and motivate them to deliver superior results. With the importance of compensation programs in driving a pay-for-performance culture, it is critical to make sure your communication is hitting on all cylinders.
Territory management and crediting are an integral part of every sales compensation program. Download this paper to understand how you can get clarity, transparency and consistency around territory management and sales crediting.
Employers of choice are committed to providing their employees with a rich benefits and compensation program while trying to decrease or maintain operating costs. Our 2015 survey - with over 3,000 participating organizations - covers everything from high-level questions about organizational priorities and benefit strategies, to current and future tactics related to medical and pharmacy benefits, wellness, work-life balance, retirement and employee communications.
Download Gallagher's Benefits Strategy & Benchmarking Survey Executive Summary for a glimpse of what organizations are doing nationwide as they pursue their goals to compete, succeed and prosper in a competitive and constantly evolving market.
Compensation—whether hourly wages or annual salaries—is a talent attraction magnet, a general employee motivator, a retention technique and a measure for the health of your business (and the economy as a whole).
But there’s often confusion around salaries, both in what today’s accurate ranges actually are, and if every department within a company truly needs to evaluate compensation. Incorporating a strategic salary program that aligns with business goals requires a comprehensive understanding of the current labor landscape, and the role employee pay plays in every department within
This guide will discuss why compensation strategies should be discussed across departments, and how your company can address employee earnings today to help you maintain the right approach tomorrow.
Let’s get started.
Over 100 companies participated in Xactly’s inaugural Sales Compensation Administration Best Practices Survey and provided us with information around the processes, approaches, and technologies they use to design and administer their sales compensation programs. The primary focus of this study was to better understand how sales compensation programs are typically managed and to provide companies with information so that they can self-assess where they stand in relation to their peers.
There was a company that was spending between $1.2—$1.4 million dollars each year on workers compensation costs, over a number of years. By encouraging injury reporting early and for all injuries (while less severe and less costly), by implementing a return-to-work program, and by starting an earnest safety training program, that business reduced its’ workers compensation costs to $850,000 in one year.
The only real question for most small business owners is, ‘How much will I be paying?’
That’s not an easy question answer, so here’s some fast context...
Now more than ever, companies need to establish a solid foundation for their compensation and people programs. Learn how to mitigate your risk to employee lawsuits, keep your employees engaged and make the right decisions about your reward programs during these tough economic times.