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Compensation Design and Communication

1995 Service Optimas Award ProfileBRPepsiCo Inc

June 1, 1995
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A stock-option program for all full-time employees supports the company's entrepreneurial culture.
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Peer Review Drives Compensation at Johnsonville

October 1, 1994
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Through a process of reviewing contracts and performance results, employees at Johnsonville Foods affect each others' pay.
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Motivating Creative Employees Calls for New Strategies

May 1, 1994
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Scientists and inventors aren't always attracted by traditional incentives. Royalty compensation, backed by recognition and a chance to challenge their technical abilities, may get their attention.
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Need a Change Jump on the Banding Wagon

January 1, 1994
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Not just the latest buzzword or a trendy compensation strategy, banding can speed up a company's reaction time, encourage employees' sense of teamwork and allow experimentation in pay. Yet it is not right for all companies, nor is it a quick-fix solution.
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AAL Uses Varied Approach To Compensate Teams

June 1, 1993
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AAL revamps their compensation program to include four main elements which will challenge employees to see the whole job, rather then just the piece they performed individually, and to increase additional employee learning to help teams find ways to boost overall performance.
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Managers Make Pay Decisions Through Job Families Structure

June 1, 1993
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By grouping major skills and competencies into a broad family structure, Aetna Life is able to define work by the actual functions performed. Then by looking at the market prices that work, that information is given to the managers so that they can make pay decisions based on an individual's performance.
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Skill-based Pay Program Improves Customer Service

June 1, 1993
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To encourage field technicians at Northern Telecom to keep their skill levels current and to adequately compensate them for increasing skill levels, Northern Telecom created Fast Forward , a true pay-for-skills program. The only way to receive an increase in base pay is through the attainment of new skills.
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Variable-pay Program Increases Taco Bell's Profits

June 1, 1993
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Instead of increasing managers' salaries to correlate to their added responsibilities, Taco Bell kept the managers' salaries the same, but allowed them to earn twice as much in bonus pay through a variable-pay program.
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Master the Compensation Maze

June 1, 1993
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In an age where quality of products and services depends on how well individuals perform, narrowly defined job descriptions and pay scales no longer are working. That's why HR professionals are making tremendous changes in the way they evaluate and compensate employees.
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Compensation Unites Employees After a Merger

June 1, 1993
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The Knoll Group unites four companies' rigid salary-grading system into a single broadband structure. The new structure will condense 30 grades for exempt associates into just five bands.
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