The entire discussion of stock options has changed in just the past few years. Now that stock options are being required to be charged to earnings, companies are being more thoughtful than ever in their use and administration. This update of the 2005 publication addresses the issues involved, and seeks to explain many of the core aspects of stock plan administration. HR professionals and stock plan administrators interested in learning more about equity plan administration will find this book extremely valuable.
Automating Sales Compensation," part of the How-To for HR Professionals line of books, is useful for anyone responsible for the success of a sales compensation program. And, because most companies don’t have just one person who has overall responsibility, this book is designed for everyone who participates in the process.
In this latest edition of a WorldatWork classic How-To book, authors Dan Purushothan and Stephanie Wilson have updated their content to reflect the global implications and considerations when building pay structures.
Organizations spend significant money each year on total rewards to attract, motivate and retain employees. Yet, when employees are unaware of the programs, employers fail to see the full return on their investment. This can be solved by communication. Leveraging the strength of a total rewards package through effective communication is one of the most important challenges for the HR professional.
One of the first HR challenges an organization faces when it decides to go global is how to select and compensate the first expatriate. This booklet helps employers answer some key questions such as whether to conduct or purchase a survey of corporate practices, hire a consultant, follow the competition, be creative in designing pay strategies, negotiate with each expatriate candidate or simply pay the second expatriate the way the first one was paid, and so on.
North American organizations operating abroad have tried several different compensation approaches for expatriates with varying degrees of success. This booklet describes and compares the most common methods of expatriate compensation: negotiation; localization; the balance sheet; and lump-sum and cafeteria approaches.
This booklet identifies the specific components of typical compensation programs for the benefit of HR generalists, who are not likely to be familiar with the sometimes highly technical language of compensation. Topics include: compensation philosophy, base pay, job evaluation, marketing analysis, salary ranges, legal defensibility, incentive pay, pay for performance, salary surveys, and total compensation.
Just as business objectives and strategies play an important role in shaping corporate-pay postures, so does acquiring timely and accurate compensation data. You need to be aware of the issues to consider and steps to take to effectively evaluate your organization's compensation competitiveness in the external market. One way to do that, when other data is unavailable, is to conduct a custom compensation survey. This book shows how such a survey might be conducted, analyzed and presented successfully.
Given the ongoing deterioration of America's health in the areas of obesity, hypertension, abnormal lipids/cholesterol and insulin resistance, promoting employee health management (EHM) is the best long-term solution to containing ever-rising medical costs. Healthy employees and their healthy families are likely to incur lower medical costs and be more productive. EHM incentives have shown to be effective in making a good cost-control strategy even better.
In this How-To for the HR Professional, author Marc Drizin makes the case for employee rewards and recognition, helps readers understand how to align a recognition program to the organizational mission, vision and values, and focuses on the design and administration of a well-conceived program.
In this update, authors Bruce Overton and Mary Steele bring these present-day issues to the fore and provide a framework for the audit or initial design of managerial incentive compensation plans. They discuss the selection of various plan types within an established total compensation strategy, along with alternative solutions to issues related to the design of incentive compensation plans.
This booklet explains the following aspects of designing an effective sales compensation plan: linking the sales compensation plan to business strategy; establishing the design team; assessing the current plan; designing the new plan; implementing the new plan; and evaluating results.
Estimating the cost of a compensation program enables us to make informed decisions about merit increase levels as well as when and how frequently increases will be granted. Planning and managing costs are important to striking a strategic balance developing a compensation program that helps our organization achieve its business objectives. This booklet details how to asses the effects these decisions have on total compensation cost and covers: general costing formula; focal-point; anniversary-date merit plans; determining increase percentages; compensation cost impact on benefits; budgeting; and strategic balance.
This book outlines how to develop a benefits strategy that aligns with overall corporate goals, objectives and structure. Plus this book teaches how to use this strategy as a roadmap for determining which benefits programs will best suit their organization.
As businesses continue expanding internationally, and as geographic and social boundaries blur, the global economy continually provides both challenges and opportunities for employers and employees both at home and abroad. Countries and governments operate autonomously, and differences persist in legal and social frameworks, working practices, corporate governance and management practices. Labor laws, tax regimes, social security structures, along with compensation and benefits structures all remain unique to each country.
Statistically derived job-evaluation models can be used to construct a job-worth hierarchy that is easy to administer and cost-effective. This booklet outlines the necessary steps to using these powerful models.
The world of employee benefits is dramatically different today than it was just five years ago -- let alone 15 or 20 years ago. What is not new is the fact that employees need benefits, and companies need employees.
While employee benefits are an indispensable element of an employer's total rewards package, employers face myriad complex administrative tasks upon establishing an employee pension or welfare benefit plan. In general terms, this book is designed to familiarize employers with the responsibilities and liabilities of plan fiduciaries under the Employee Retirement Income Security Act of 1974 (ERISA).
A compensation system can be highly effective in influencing organizational behavior and goal attainment. This booklet presents commonly used methods for determining relative job worth while helping your organization accomplish its mission and strategic goals.
Companies today are under constant pressure to cut costs and gain competitive advantage by using best-practice models to ensure survival. Human resources must prove that the activities it performs are both in line with business objectives and are financially sound. When asked to defend a current total rewards program or redesign an organization's total rewards system, it is important to present and justify these recommendations in definable business terms. HR professionals can be more effective in their positions and more successful in helping their organizations continue to grow profitable by understanding how each senior manager's organization makes money and what is needed to sustain business both in good and bad economic climates.
This book provides a basic understanding of the different types of retirement programs, along with the advantages and disadvantages of each, so that the practitioner can evaluate which types might be appropriate for meeting the needs of their workforce while still meeting employer business objectives.
This booklet covers the following aspects of merit pay: determining what to reward; documenting performance standards; establishing a merit budget; setting merit pay policy; managing a merit pay plan; evaluating a merit pay plan.
The introduction of consumer-driven health plan (CDHP) options into employer-sponsored benefits plans has become more attractive across organizations. Many companies are finding this option to be a viable choice as part of the total rewards package due to increasing difficulty in offering competitive health plans to employees at affordable premiums while also maintaining good health-care coverage.
Employers often don't communicate how an individual's performance and contributions have an impact on the overall organizational success. This often results not only in unproductive and unsatisfied employees, but also in organizations falling short of attaining success.
This booklet shows how to develop a performance management system that goes beyond traditional objectives (i.e., documenting job responsibilities, defining expectations, and providing opportunities for supervisors and employees to communicate) to align individual performance with an organization's mission, vision and objectives. It ensures that employees understand how their behaviors effect the attainment of organizational success.
Using too much "artistic license" with market-pricing data analyses can leave the results open to challenge. Discover a practical way to compile data and help achieve external competitiveness for your organization with the six steps described in this booklet.
This book explains the way to proceed through the due diligence and how to act as an internal consultant to senior management. A discussion of legislated risk factors provides invaluable insights into common merger and aquisition considerations, and in-depth checklists shed light on the right questions to ask to stave off potential integration issues.
The U.S. Chamber of Commerce has reported that pay for time-not-worked benefits are the most expensive benefits any employer faces. Many companies ask: How does one control benefit costs and have an attractive package for recruiting and retaining star employees? This booklet offers an overview of two contemporary approaches that have been found to help companies control and manage pay for time-not-worked benefits, paid time off banks and the no-fault absentee control system.
This book explores the differences between financial and investment education and advice, helping readers to understand the critical points employees need to know while being conscious of fiduciary liability issues. Along with a discussion of statutory and regulatory considerations, readers will learn that making employees better educated financial consumers is good business.
This booklet focuses on how to design incentives for employees in work groups who are accountable for doing the business of their organizations on a daily basis. The step-by-step approach provides insight into the decisions required while developing group incentive programs and outlines eight key steps.
The struggle with employer-sponsored benefits plans isn't new. Employees want high levels of coverage without high premiums or co-payments. Employers want costs managed without compromising quality of service. One way to meet all of these goals is to self-insure benefits programs and transfer the risk away from a third party to the organization and its employees.
Several challenges face HR professionals as they select and manage third-party providers, with many stemming from lack of communication with the provider and lack of clarity around expectations. Focusing specifically on HR outsourcing (which is much different than outsourcing a commodity), this book provides a holistic approach to the overall process and provides a basic roadmap through provider selection, contract negotiation, implementation and ongoing relationship management process.
As merit budgets become tighter and health-care costs continue to escalate, organizations are looking for other means to attract, motivate and retain key talent. In this book, readers learn about programs relating to development and career opportunities, and why they are important. This book describes the varieties of development and career opportunities available to organizations and how they can be used to provide benefits for both employees and their employers.
This booklet reviews the fundamental uses of measurement: aligning the interests, needs and efforts of various constituencies within an organization; helping these constituencies adapt to shifting needs and priorities; and providing an index of how well individuals, employee groups and the organization as a whole is doing in relation to set standards or goals.