business leaders instinctively know they should pay the people who are driving
their success more than others. They recognize there should be a relationship
between what they pay key producers and how those individuals perform. The issue for them is how to do it in way
that continues to fuel growth and improve shareholder value. And how do they
approach pay in a way that communicates the right sense of partnership with
employees? If these are issues your company deals with, you will not want to
miss this webinar broadcast.
today for this valuable presentation!
webinar, you will learn:
difference between an expansive and selective approach to compensation
- How to create pay strategies
that favor key producers without being discriminatory
- Examples of rewards programs
companies are actually using to reward high performers
you can deal with different levels or tiers of employees when creating pay for
to build compensation strategies that reinforce the performance framework of
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Find out how VisionLink suggests setting up your pay strategy so the organization doesn't need to reinvent their pay programs every year. You won't want to miss this valuable presentation. Sign up today!
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If you are a business owner, you likely relate to the sentiment expressed in the headline above. The figure may be bigger or smaller in your world, but the question is the same. Knowing how to measure the return on productivity is critical for any business trying to develop a pay for performance environment. And a pay for performance culture is essential for any business seeking to achieve breakthrough growth. If you want to learn how to measure the results you are achieving through your compensation programs..and how to get more…you will not want to miss this presentation.
If you are a bank owner, you likely relate to the sentiment expressed in the headline above. The figure may be bigger or smaller in your world, but the question is the same. Knowing how to measure the return on productivity is critical for any bank trying to develop a pay for performance environment. And a pay for performance culture is essential for any bank seeking to achieve breakthrough growth. If you want to learn how to measure the results you are achieving through your compensation programs..and how to get more…you will not want to miss this presentation.
Is it Possible to Sustain Results while Reducing
the Pay Budget? That’s a leading question — no doubt about it. However, it’s really one of the core issues any business leader struggles with. It has to do with balance. How does a company make sure it is not overpaying for the productivity level it needs or hasn’t misallocated its rewards investment in a way that doesn’t drive the most productive outcomes? If a company wants to get sustained results, it needs a productive workforce. View this webinar to discover why paying more doesn’t necessarily mean getting more — and how to approach compensation in a low-cost, high payoff way.
One of the “filters” through which the effectiveness of a pay plan should be evaluated is problem solving. Every strategy should be assessed, in part, in terms of the problem it will help resolve. Too often, compensation solutions that are put in place create behaviors or outcomes that miss the target in solving key barriers a company is facing or, worse yet, create a new problem that didn’t exist before a given pay strategy was implemented.
In this webinar, you will learn:
- What kinds of problems compensation should help a company solve
- How to avoid creating negative unintended consequences with your compensation programs
- What criteria will ensure your plan is “fair and balanced”
- What it means to have a pay strategy that drives growth instead of inhibiting it
- How to measure whether your compensation strategy is “successful”
Tax rates are up. Virtually no one is excluded from the impact of these increases, but your key producers are particularly vulnerable. As a result, you have a window of opportunity to institute compensation strategy changes that will not only help diffuse the impact of higher taxes for employees, but will benefit the company and its shareholders as well.
In this broadcast, you will learn:
- Specific pay plans that help eliminate or defer taxes for high income employees
- Why deferred compensation is being reconsidered or re-instituted by more and more companies
- What types of “value sharing” plans are best suited to a high income-tax environment
- How to ensure pay strategies minimize taxes and drive business growth at the same time
- Subtle tactics that add up to meaningful tax savings over time
Success is a difficult thing to measure for most organizations when it comes to compensation issues. And because of that, they don’t know where to begin in evaluating what alterations or improvements need to be made in their pay strategy or structure. As a result, too many end up making changes that do more damage than good. If you want to avoid making that same mistake, tune into this broadcast and learn what success factors you should apply in measuring how your pay strategies are performing.
In this webinar you will learn:
- The proper role of compensation in an organization
- What it means to build a Total Compensation Structure
- How to determine the success of your salary grade structure, bonus plan and long-term incentive plans
- How to evaluate whether your current pay strategy drives or hinders performance
- What to expect compensation to help your business achieve and what you should not expect