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Compensation

More Compensation Articles:

The Engagement Factor
Gallup, the Omaha, Neb.-based polling firm, announced the 27 winners of its 2012 Great Workplace Awards earlier this year. The awards are given to organizations that it feels are doing the best job of, among other things, connecting employee-engagement initiatives to business results.
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Playing it Safe on Compensation
A recent study finds a majority of executives would choose fixed pay over a potentially larger bonus. Experts say that the onus is on HR leaders to develop compensation and incentive plans that show executives the link between their contributions and their pay.
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Not So Totally Rewarding
Total-rewards programs are designed to attract and motivate employees. But it appears many companies -- thanks to poor execution and lack of communication -- aren't seeing much of a return from their investments.
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Employee Confidence Rebounding
Just in time for spring, optimism about pay among American workers seems to be growing, according to a new survey. So how can HR make the most hay with this bit of sunshine?
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The Value of Incentives
Cash and non-cash rewards can help retain and engage employees, but creating a culture that values their input and empowers their work may be even more effective. It's also important to address the issue of incentivization on an individual, rather than group, basis, according to recent research.
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Reader Feedback
This note is in response to Trading Pay for Benefits.
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Foreign-Finance Fail?
A new law that requires overseas financial institutions to report on accounts held by U.S. citizens may have an unintended impact on expatriate employees.
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Inside China
This article accompanies Asian Appreciation.
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Asian Appreciation
More employers are going local when setting up reward and recognition programs in China.
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Trading Pay for Benefits
A recent survey indicates an increasing fear among employees that a comfortable retirement may not be in the future. To help assuage that fear -- and the need for some predictability -- HR leaders need to step up their educational efforts and tools, as well as consider some creative benefit strategies.
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Earning It
The perceived pay gap between individuals at the top of the organizational chart and rank-and-file employees has never been wider, with a steadily increasing public outcry about executive compensation.
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Right Way to Cut Pay
Back in January, Morgan Stanley Chief Executive Officer and Chairman James Gorman sat for an interview with Bloomberg Television, during which time the topic of recent company pay cuts for senior investment bankers and traders was broached.
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The Role of Rewards
Bonuses and certain reward systems have little impact on long-term organizational performance.
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Asian Pay May Impact U.S. Employers
Hoping to attract talent from a limited pool, Asian companies are now paying higher executive salaries than Western European businesses, and will catch up to U.S. levels by 2013, according to a recent report by Mercer.
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Global Compensation Considerations
The dismal worldwide economy is affecting compensation decisions, although there are some "hot spots," such as Brazil, Singapore, China and South Africa. Employers continue to focus on pay-for-performance and workforce segmentation in their rewards strategies.
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Foreign Finance Fail for Expats?
A new law that requires foreign banks to report information on their U.S. account holders may create some difficulties for expat employees. Smaller banks not wishing to accept the administrative burden may refuse to allow Americans to have bank accounts. It may also impact company payroll processes.
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The Role of Reward Systems
A recent study finds that bonuses and certain types of reward systems have little effect on long-term organizational performance. Still, most experts say reward systems are necessary, and urge HR leaders to have a hand in developing -- and communicating -- a system that's appropriate for their organizations.
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Talent Management Column

Considering their obvious importance, you'd think employers would have perfected the candidate-screening and performance-evaluation processes by now. But thanks to a range of factors, including some that are quite subtle, bias continues to persist and cloud the judgment of assessors.
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