Bonuses and Incentives Books Competencies Performance Management 
Compensation Cafe
FEBRUARY 23, 2015
Heck, if employees failed to meet their individual objectives as badly as compensation people seem to have fumbled the ball, they would get stern rebukes, critical performance reviews, remedial action plans and downgraded performance appraisal ratings. No bonuses, either! Creative Commons image "Lefty Clock" by RBertelg.
Compensation Cafe
MAY 21, 2020
When the vast majority of companies have incentive programs that look very similar, but prospects that look far different, we must consider whether “market data” truly reflects our markets. Do your incentive plans promote the decisions, behaviors, and actions that truly define your success? I’m just sitting in my home office.)
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Compensation Cafe
DECEMBER 3, 2014
Organizations would be more effective and employees would be more engaged if at least half of benefits dollars were converted into cash, especially incentive opportunities. First, benefits go to all, regardless of performance. Typical corporate competency systems are too generic and nebulous to have compelling business value.
Compensation Cafe
APRIL 27, 2018
Zingheim, the winners of the prestigious WorldatWork Keystone Award and authors of some of the top selling books in our field. Editor's note: I am proud to feature as today's Classic the cautionary post written for us a few years ago by Jay R. Schuster and Patricia K. Schuster, Ph.D. and Patricia K. Zingheim, Ph.D.,
cipHR
NOVEMBER 2, 2022
Regular performance reviews should help an employee develop their strengths and weaknesses while having an incentive to improve. This can be difficult to achieve, but there are many ways managers can motivate staff during these conversations. If you haven’t, you’re probably one of the lucky ones.
Compensation Cafe
NOVEMBER 27, 2019
He has three metaphors for every occasion and is a leading expert on incentive plan and equity compensation issues. He has written several industry resources including the only resource dedicated to Performance-Based Equity Compensation. Connect with Dan on LinkedIn.
Strategic HCM
JULY 4, 2011
There’s a good example of this in Paul Evans and Vladimir Pucik’s book, The Global Challenge, which also emphasises the need for differentiation supported by internal consistency, along with the balancing of dualities (local and global) in international human resource management.
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