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Compensation and Performance
Does compensation really drive top performance? Well we've certainly seen a lot of people being paid a lot of money for not performing so what's up? If you have someone who is the right person for the job and they have shown promising results then it is probably a good investment to up the compensation. But compensating the wrong person is never going to make them the right person for the job. And your results will suffer in 9 different ways. What questions should you be asking yourself as you consider executive compensation approaches?
Save Money Next Time You Promote or Hire That New Exec
According to Michael S. Melbinger, Partner at Winston & Strawn, LLP and a leading authority on executive compensation world-wide, mentoring and coaching for newly-promoted managers and/or newly-hired executives is gaining in importance, even in this economy. Why? One of the reasons is companies can no longer afford the costs incurred from poor management/executive performance. It costs too much to get them, let alone get them productive quickly. In this economy, every dollar counts.

Talent Management Merits Your Board's Full Attention
Most boards focus on annual budgets and financial outcomes, often limiting their involvement in talent management to recruiting and hiring a CEO and managing his or her performance. Successful organizations know that's not enough. Talent is typically the largest single line item in an annual financial plan and the chief factor in achieving strategic objectives. Managing your talent is another critical aspect of asset management and merits the full attention of your board.
Media Training Stresses Effective Communication With The Press
When I run media training seminars, I stress that reporters need help from anyone with expertise in the topics that journalists cover. No reporter can prosper without sources. Even the rawest cubs know they must have authoritative quotes to back up both sides of any story dealing with conflict -- political, financial, zoning, hostile takeovers, executive compensation, you name it. Controversy puts their stories on the front page. Where you come in is that you offer to help the business writer at your local daily or regional business periodical, or a byline name you see in one of those niche publications that are prospering as part of the so-called "trade press." React to a story they write, and tell them they can call on you for on-the-record expertise or "background." Media training can help you reach out for that free publicity.

A Look Back at All That Happened in 2008
2008 was a very busy year. Astronology takes a look at the major happenings of 2008 and their implications on the human resource industry.
2007 - The Year in Reviews in Human Resources and a Look at 2008
A look through 2007 and what should we focus on in 2008 to make it the best year yet.

Innovative Trends in Non-Profit Executive Compensation
Non-profit executives earning 50% more than in 2000 and receiving bonuses? See what's driving these trends and if they will continue on their climb.

Other executive compensation Related Articles

Ask the Expert: Partner and Alliance Manager Compensation
The debate continues to rage about the best compensation structure for partner managers. Recently BMG sat with a round table of chief executives, financial and alliance officers to discuss the merits behind the plethora of compensation structures available. The group didn’t agree on salary figures, commission percentages or bonuses, yet they did agree on one thing: the compensation structure MUST create the right motivation and this falls into two camps: strategic or tactical.

Compensation Definitions: More Must Knows For the Entrepreneur
As an entrepreneur you must be a jack of all trades at times. As your business grows, you will need to become at least minimally versed in the area of compensation. After all, paying people is a key to keeping them around. This article will deal with some of the terminology used when describing a compensation program.
Save Money Next Time You Promote or Hire That New Exec
According to Michael S. Melbinger, Partner at Winston & Strawn, LLP and a leading authority on executive compensation world-wide, mentoring and coaching for newly-promoted managers and/or newly-hired executives is gaining in importance, even in this economy. Why? One of the reasons is companies can no longer afford the costs incurred from poor management/executive performance. It costs too much to get them, let alone get them productive quickly. In this economy, every dollar counts.

Compensation and Performance
Does compensation really drive top performance? Well we've certainly seen a lot of people being paid a lot of money for not performing so what's up? If you have someone who is the right person for the job and they have shown promising results then it is probably a good investment to up the compensation. But compensating the wrong person is never going to make them the right person for the job. And your results will suffer in 9 different ways. What questions should you be asking yourself as you consider executive compensation approaches?
Show Me The Money - Network Marketing Compensation Plans Compared
There are so many network marketing companies to choose from, how do you decide which one has the best compensation plan? By understanding how the top three or four compensation plans work, you will be on your way to making an educated decision that will put you on the path to success.
Reduce Employee Turnover Costs
There are many statistics and complex methodologies to support the notion that employee turnover costs are seriously affecting mid-sized enterprises. On the low end, the Hay Group reports that the cost to replace an employee is 50% of their total compensation, including benefits. On the high-end, Hewitt & Associates puts the cost between 100-150% of annual compensation. While executive management and sales staff are more costly to replace, churn in any function affects the bottom-line.
Sales Compensation Plans: Improve Your Plan to Boost Your Profitability
Everywhere I go, CEOs complain that their sales compensation plans don’t seem to work as well as they had hoped. A bad sales compensation plan effectively converts “pay-for-performance” into “pay-for-non-performance.” If your sales incentive plan doesn’t create a win-win-win-for you, your salesperson and the customer-it is bound to fail sooner or later. Here are six key features of a winning sales compensation plan.
Components of Effective Compensation Plans
Executive Summary: A problem arises when sales leaders struggle to measure the effectiveness of the compensation plan in place for their sales reps. Compensation plans, particularly those with a variable component, are designed to illicit desirable behaviors and/or outcomes from reps. Many sales leaders are discovering that they have been paying reps for results that were not the primary objectives for the company. This is simply wasted money. Setting well thoughtout, clearly defined objectives with aligned metrics attached, will ensure that both the company and sales reps reap the benefits of a solid compensation plan.
Sales motivation and Compensation Planning
Performance based compensation works very well as a means of motivating sales people. Sales people who are paid commission, tend to be guided by their compensation plan. Read this before you redesign your sales compensation plan.
Building Executive Presence - Storytelling for Professional Success
The term executive presence can mean different things to different people. Asking penetrating questions to gain more clarity for both the client and executive coach is critical to the executive coaching process when coaching a leader to improve their executive presence.

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