Effective compensation strategies for professional and scientific personnel

Article Abstract:

Creating a compensation program for professional and scientific (P and S) personnel is a challenge due to the distinctive character of the work, values and expectaions of the group. Difficulty in assessing an employee's work due to P and S work cycle and nature poses one of the challenges in measuring and rewarding P and S performance. The programs that are successful in providing motivation and compensation to staff professionals and scientific researchers meet the standards for adequacy and appropriateness of rewards, credibility of the selection process and sincerity of bestowing the award.

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Effective compensation strategies for direct sales personnel

Article Abstract:

An effective sales compensation strategy is needed by businesses due to the current business environment. The creation of such a strategy relies on the critial role of sales personnel in the selling process including the types of activities they perform. Sales volume will be more a major factor for the compensations of sales personnel involved in direct selling than for those involved in sales support activities. In addition, sales compensation programs needed to support the strategy must have both short-term flexibility and long-term consistency.

Sales personnel, Salespeople

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Effective human resources strategies for a volatile world

Article Abstract:

Human resources strategy and structure should be aligned with those of the company. The staffing strategy focuses on the selection of the best people for undefined or constantly changing roles, while the development strategy seeks to equip employees with new skills through periodic training. The rewards strategy is usually tied with employee performance. The most successful incentive plans are profit sharing and gain sharing.

Business Personnel Management, Methods, Column

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