Looking to manage compensation in private companies? Remember that basically this means you have to master the art of bringing together the will of the company and the will of the employees... with a keep-it-simple model and an eye open on communication!

1. Which models?
Paolo Donati

2. THE HONEST FLAVOR OF HARD WORK…
The definition of “PAY” as a collectivistic item with a “one size fits
all” model approach is outdated.
* see: http://www.slideshare.net/PaoloDonati1/office-40074015
Before talking about money we have to go
back to the intimate and real meaning of
“Salary”: it comes from Latin “Sal (= SALT)
– arium (meaning attinence)”, meaning that
the soldier's pay was salt or coins given as an
allowance for the purchase of salt.
This means that we have to consider the
SALARY as something that gives taste to our
daily WORK understood as a right & duty*
that human beings have with dignity to handle
in order to honestly sustain life, family and
personal growth.
In other words the Salary is something which is not an easy permanent life
annuity: it’s something you have to fight for with real (and hard) work.

3. The art of compensation: a
palette with many colors…
The real art is to bring together the will of the
companies and the will of employees…

4. COMPANY
- I WANT RESULTS
- I WANT PROFIT
- I WANT EFFICIENCY
- I WANT TO… SAVE MONEY!
EMPLOYEE
- I WANT TO RUN CAREER
OPPORTUNITIES, JOB ROTATION,
INTL PERSPECTIVE AND HAVE A
COMPETITIVE PAY PACKAGE…
- IN OTHER WORDS.. I WANT A
GREAT PLACE TO WORK!

5. Not always GLOBAL models and solutions are fitting
LOCAL needs: handle with care!
In any case – whatever the continent / region – we can say that
today all companies are looking for new and sustainable
compensation packages…
Go to standard or local?

6. Time… is (real)
money!
Today’s salary is not only made of money but also
something to be related to FLEX-WELFARE models…

7. CEO PAY IN EUROTOP 100…
See: http://www.towerswatson.com/en/Insights/
IC-Types/Survey-Research-Results
/2014/07/2014-CEO-pay-in-the-Eurotop-100-insights-similarities-and-differences-across-Europe

8. Lo locomotiva e la bella addormentata dell’Europa…
CEO’S LIFE IS NOT THAT
EASY BUT… IS THIS
ALWAYS APPROPRIATE
AND SUSTAINABLE?
…LET’S TALK
ABOUT EQUITY!

9. UE gender pay
gap: 16,4%
See: http://ec.europa.eu/justice/gender-equality/files
/gender_pay_gap/140319_gpg_en.pdf

10. From “one size fits all” to segmentation…
Age
clustering
Marital
stutus
clustering
Gender
clustering
Business
impact
clustering

11. ACTIONS
KPI
GOALS
VISION
Performance
Salary tools
Non
Salary
tools!
To hit the target you have to
communicate not only the
value but also the content of
your comp&ben packages!
Gross salary,
bonus
systems
(MBO)…
Job rotation,
training &
education,
welfare plans,
work-life
balance…

12. ACTIONS
KPI
GOALS
VISION
Performance
Potential
All the boastful actions made “on the field” by employees derive from a good
communication process that each boss has to run.
Important: the best performances are not only figures-driven but also “heart”
made ( = work on motivation, feedback etc.).

13. Stick to Salary as a TOOL (and not the ultimate
goal) of HR management!
PAY-ing attention
to people
sometimes is more
effective than
sophisticated
comp&ben
packages…

14. Looking for new
comp&ben packages?
And sustainable!
KEEP IT
SIMPLE!