The beginnings of "real time" incentive design

Article Abstract:

More companies are implementing incentive programs such as gainsharing, team-based incentives and goalsharing. Before an incentive program is designed and implemented, companies should first conduct an assessment on operational readiness, develop a preliminary incentive structure, evaluate the support of major stakeholders and then decide if the incentive plan makes sense. Management should also consider the people aspect of incentive program implementation.

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Making pay for performance work in the 1990s

Article Abstract:

Pay-for-performance programs must be designed to pay for actual performance worth and reward employees who exerted valuable effort in attaining corporate goals. These programs should be practical and easy to implement. Compensation programs must develop proper motivation in employees, be easy to understand, reward exceptional workers to compensate added effort and be cost effective in terms of time and firm expenditure to be successful in implementation.

Merit pay

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Domestic partner benefits: San Francisco & beyond

Article Abstract:

An evaluation of the San Francisco ordinance requiring companies with city contracts to extend benefits to domestic couples reveals that legal problems may make the law unenforceable. The law does not make dependents entitled to benefits due to public relations and social policy concerns. Formulating domestic partner benefits programs requires careful consideration of legal and tax issues as well as social problems.

Employee Benefits & Services, Compensation and benefits, Human resource management, Social policy, Employee benefits, Single people, Unmarried couples, San Francisco, California

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