Pay People Right Zingheim & Shuster Chapter 11 Rewarding Scarce Talent.

Slides:



Advertisements
Similar presentations
Pay for Performance and Financial Incentives
Advertisements

Keys to Success in Engineering Study
Reward - Prize, Recompense, Return, Incentive.,. Process.
Chapter 11: Financial Markets Section 3
THE CHANGING LANDSCAPE OF TALENT Generation Y. The Generations In the war for talent the rules of engagement have changed! Generation Y advancing up the.
The Talent Curve: Assisting Employees with Career Planning and Support August 26, 2010 Janis Aydelott.
John Supra & Nathan Strong October 2012 Using HR Metrics to Support Strategic Planning/Employee Development.
How to use variable and other incentive pay for the purpose of enhanced employee retention in a fiercely competitive labor market  2005 Elena Kozlovskaya.
Mana Compensation Administration Fall Semester, 2002 Dr. Ray Gullett.
Cost Management ACCOUNTING AND CONTROL
1 Keenhire Franchise Plan Plan. 2 Corporate Effectiveness Hinges on the ability to The Right Talent Attract, Select, Hire, Leverage & Retain.
Designing Compensation and Benefit Packages
Managers roundtable 9/25/2013
1 Sources of Capital SECTION 1: Saving SECTION 2: Investing SECTION 3: Stocks, Bonds, and Futures SECTION 4: Borrowing and Credit CHAPTER 9.
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
Pay People Right Zingheim & Shuster Chapter 8 Long Term Variable Pay.
Chapter 2 The Path to a Successful Business. McGraw-Hill© 2004 The McGraw-Hill Companies, Inc. All rights reserved. Because Business Decision Making is.
Total Rewards Strategies in a Down Market DEBORAH MARSH December, 2002.
Pay People Right Zingheim & Shuster
MBAO 6030 Human Resource Management Strategic Reward Systems II HR Management MBAO 6030.
Pay People Right Zingheim & Shuster Chapter 3 Integrating Total Pay.
Pay People Right Zingheim & Shuster Chapter 2 The Business Case for Changing Rewards.
Blocher,Stout,Cokins,Chen, Cost Management 4e ©The McGraw-Hill Companies 2008 Management Compensation, Business Analysis, and Business Valuation Chapter.
Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Variable Pay.
R OBERT L. M ATHIS J OHN H. J ACKSON PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2005 Thomson Business & Professional.
Copyright © by Houghton Miffin Company. All rights reserved.1 Financial & Managerial Accounting 2002e Belverd E. Needles, Jr. Marian Powers Susan Crosson.
Management Compensation, Business Analysis, and Business Valuation Chapter Twenty McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc.
Copyright © 2008 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin 20 Strategy, Balanced Scorecards and Incentive Systems.
© FMI Corporation 2009 MANAGEMENT CONSULTING Developing Future Talent: Hiring, Developing and Keeping “High Potentials” Ron Magnus.
Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.13–1 Effective Incentive Plans Figure 13–1.
Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. Variable Pay and Executive Compensation Variable Pay.
CHAPTER 12 Incentive Plans and Executive Compensation
Chapter 13, Stephen P. Robbins, Mary Coulter, and Nancy Langton, Management, Ninth Canadian Edition Copyright © 2009 Pearson Education Canada Current.
© 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.12–1.
Definitions of variable pay The Workplace Employee Relations Survey (Kersley et al, 2006) defines variable pay as having three main forms – performance-
Compensation Strategies Not Having a Plan Could Break the Bank Presented by James C. Fox.
MPI Gulf Meeting & Events Conference Managing a Global Workforce 6 th April 2008 Together We are Strong.
Chapter 10 Incentive Issues IDIS 364 – Spring 2007.
©Prentice Hall, 2001Chapter 71 Motivation From Concept To Applications.
CHAPTER 14 VARIABLE PAY AND EXECUTIVE COMPENSATION.
Advances in Human Resource Development and Management Course code: MGT 712 Lecture 11.
Creating a Compelling “Employee Value Proposition” Rose Clements HR Director Microsoft.
Motivation: From Concepts to Applications
© 2010 McGraw Hill Ryerson 1-1 COMPENSATION Third Canadian Edition Milkovich, Newman, Cole.
Investment in Long term Securities Investment in Stocks.
MARKUP. The difference in the amount that a store charges compared to what the store paid How much a store raises the price to make a profit. Markup =
Copyright © 2015 Pearson Education, Inc.
TALENT ACQUISITION: Essential Components of Success for 2011
Pay for Performance A strategic approach to design Dermot Hand August 2012.
“Investing is like gambling, but with better research.”
 A market in which stocks are down  Those who buy and sell stocks.
Human Capital IQ Timely news and information on employee benefit and human resources issues Deloitte Benchmarking Survey Employee Retention Strategies.
© 2008 by Prentice Hall9-1 Human Resource Management Chapter 9 DIRECT FINANCIAL COMPENSATION.
Motivation: From Concepts to Application
1 Chapter 16 Relevant Costs and Benefits for Decision Making.
Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or.
Dessler, Cole, Goodman and Sutherland Fundamentals of Human Resources Management in Canada Chapter Eight Employee Compensation © 2004 Pearson Education.
Management Development. Manage Human Capital to measure and improve performance in the workplace.
MOTIVATIONAL STRATEGIES BOH4M. WHAT DOES THIS MEAN TO YOU? “Management means helping people to get the best out of themselves, not organizing things”
Copyright ©2016 Pearson Education, Inc. 5-1 Essentials of Organizational Behavior 13e Stephen P. Robbins & Timothy A. Judge Chapter 5 Personality and Values.
Copyright © 2013 Nelson Education Ltd. PowerPoint Presentations for Cornerstones of Cost Accounting First Canadian Edition Adapted by George Gekas Ryerson.
12-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.
October 1, 2015 v.1 Organizational Readiness Phase Two Presentation to the Chief Human Resources Officers October 1, 2015 Talent Management Consortium.
Carrots, Handcuffs, & Parachutes Compensation Best Practices in Times of Change Chris Crawford (281)
Service - Profit Chain Inputs Outputs
AC 551 Innovative Education-- snaptutorial.com
Percent of change Stock Market
Lesson 6.4 The Percent Equation
REQUIRED CAPABILITIES
Hybrid Cloud Business challenge
Presentation transcript:

Pay People Right Zingheim & Shuster Chapter 11 Rewarding Scarce Talent

Three Approaches Commodity Total Pay Total Rewards

Commodity Solution Bought and sold at a stated price –Pork bellies, corn, beans Some companies (I.e., company leaders) see talent as a commodity Practices –Sign-on bonus –Referral awards –Retention awards –Counter-offers

Total Pay Solution Reliance on total pay if other components are weak Flexibility and broad guidance for pay Cash variable pay –Scarcity changes –Special awards –Stock Options Recognition Benefits

Total Reward Solution “Big Six” Practices “Five Commitments” Key: Great companies are not in the business of buying talent Individual Growth Positive Workplace Compelling Future

Strategic Valuing Top 10 – 20 percent identified and looked after Workforce Scorecard Model –A, B, C positions –A, B, C contributors

Feedback: Privacy Policy Feedback
Do Not Sell My Personal Information
About project: SlidePlayer Terms of Service

© 2025 SlidePlayer.com. Inc. All rights reserved.