经营者薪酬管理策略

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经营者薪酬管理策略

经营管理者薪酬策略，它可以被用来合理化和组织沟通哲学与决策相关的薪酬水平，薪酬结构，绩效措施和标准。因为一个严峻的挑战，为战略薪酬练习者，是说服他们的雇主，经营管理者薪酬策略远远超出了他们的竞争对手付出不知有多少。在一些组织中，人力资源职能继续被看作是一个成本中心，不能成为公司的战略方向。
如经营管理者薪酬战略声明，根据上述情况，下列薪酬策略的建议通过董事会批准（包括一名代表的持股）。
1.薪酬搭配。经营者薪酬的内容将包括以下组成部分: 基本薪金，以弥补经营执行的预期水平的经验和能力。年度奖金、奖励，实现侵略性的战略；金融和操作目标视为关键性的持续增长和该公司的盈利。长期奖励，主要以股票的形式，让经营者得到合理的份。随着公司未来效益的增长，该公司将他们的经济利益与那些职工持股相并存，限制股票在罕见的情况，并针对特定保留或招聘需求。退休方案额外补贴不会被给予执行，鉴于普遍缺乏业绩导向，没有这种计划的其他层面劳动。

Executive pay management strategy
Executive compensation strategy, this chapter defines a framework and process that facilitate the development of an Executive compensation strategy, which can be used to rationalize and communicate organizational philosophy and decision making related to pay levels, pay mix, and performance measures and standards. Because one critical challenge for strategic compensation practitioners is convincing their employers that executive compensation strategy goes well beyond simply knowing how much their competitors pay. Unfortunately, in some organizations, the human resources function continues to be viewed merely as a cost center that is incapable of contributing to the company’s strategic direction.
Sample executive compensation strategy statement.Under the foregoing circumstances, the following compensation strategy was recommended and raletimately approved by the board of directors(including a representative of the ESOP).Compensation mix: Executive compensation will consist of the following components of pay: Base salary, to compensate executives for performing to expected levels of experience and competence.Annual incentive awards, to reward executives for attaining aggressive strategic, financial, and operational goals viewed as critical to the continued growth and profitability of the company. Long-term incentives, in the form of stock opiongs, to allow executives to share reasonably in the future growth of the company, to align their economic interests with those of the ESOP, and to serve perceived retention needs. Restricted stock may be used in rare circumstances to address specific retention or recruiting needs.

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