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Products & Services Human Resources Compensation, Rewards, Recognition and Benefits

Driving Growth & Talent Retention through Pay for Performance

ID: 5214


Features:

18 Info Graphics

20 Data Graphics

250+ Metrics


Pages/Slides: 48


Published: Pre-2014


Delivery Format: Online PDF Document


 

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  • STUDY OVERVIEW
  • BENCHMARK CLASS
  • SPECIAL OFFER
Non-members: Click here to review a complimentary excerpt from "Driving Growth & Talent Retention through Pay for Performance"

STUDY OVERVIEW

In today's environment of shrinking resources and increasing talent competition, companies across industries recognize the value of top performing employees. Pay for performance bonus programs are one tactic that compensation leaders across industries are using to drive organizational growth as well as retain top talent.

Best Practices, LLC conducted this cross-industry study to investigate how compensation groups at leading global companies are implementing pay for performance annual bonus programs. The research also presents metrics and insights around pay for performance program components, effectiveness measures, drivers, implementation challenges and best practices.

Compensation leaders can use this study to compare their organization's approach to annual pay for performance bonus plans with that of leading organizations.


KEY TOPICS

  • Organizational Complexity
  • Eligibility Strategy
  • Pay for Performance Drivers and Goals
  • Program Components
  • Approach for Managers Determining Bonus Payouts
  • Implementation Metrics and Success Factors
  • Communicating Pay for Performance Rollout
  • Implementation Challenges and Pitfalls

SAMPLE KEY METRICS
  • Components ofr Pay for Performance Bonus Programs
  • Business Reasons/Drivers for using Annual Pay for Performance Programs
  • Impact of Pay for Performance Program on Business Reasons behind Implementing Program
  • Challenges for Implementing Pay for Performance Plans
  • Communication Approaches for Explaining Pay for Performance Implementation
  • Key Activities in Rolling out Pay for Performance Plans
  • Metrics Used to Measure the Initial Success of Pay for Performance Plan


SAMPLE KEY FINDINGS
  • Components: Most Pay for Performance Programs Are Multi-Faceted: Companies in both the total benchmark class and the large workforce segment indicate their respective pay for performance programs include annual salary increases, individual performance ratings and reviews, short-term and long-term incentives, and non-cash rewards and/or recognition.
  • Program Longevity: Majority Implemented Pay for Performance More Than 5 Years Ago: Pay for performance has a five-year-plus track record at 51% of benchmark companies, while only 29% have operated their programs for less than three years. Within the large workforce segment, 59% of benchmark partners implemented pay for performance more than five years ago.
METHODOLOGY

Best Practices, LLC engaged 47 talent and compensation leaders from 17 industries through a benchmarking survey instrument to collect quantitative data and qualitative insights.

Industries Profiled:
Service; Pharmaceutical; Telecommunications; Chemical; Financial Services; Insurance; Biotech; Aerospace; Computer Software; High Tech; Energy; Technology; Professional Services; Manufacturing; Internet


Companies Profiled:
Actelion Pharmaceuticals; ADP; Amrutanjan; Anika Therapeutics Inc; Astellas; Atos; Blue Cross Blue Shield of Michigan; Carilion Clinic; Crown Melbourne Limited; DENSO; Deutsche Telekom; DHL Express; Direct Insurance (IAG); DIRECTV; Discovery Communications; DISH; Dow AgroSciences; Ernst & Young; Experian; Genentech; General Dynamics AIS; Geohidra Consultores; Kinross Gold Corporation; L3; Microsoft; Mphasis Ltd; Nexen Inc; North Shore Credit Union; Novartis; Novo Nordisk A/S; Palomar Health; Raymond Ltd; Reed Elsevier Shared Services; Phils Inc; Revera Inc; SAIC; SAP; SaskTel; Smart Communications Inc; SunGard; TASER International; The Biltmore Company; Thomson Reuters; Thunderhead; Time Warner Cable; Unisys Outsourcing Services GmbH; Xerox; Yahoo!; YES! HRSolution

If you purchase Best Practice Database document(s), you will have 30 days from the date of purchase to apply some or all of the cost of the document(s) toward the cost of a Full Access Individual, Pharma, Group or University Membership. Write us at DatabaseTeam@bestpracticesllc.com or call David Guinn at 919-767-9179 if you have any questions.