Apple's Executive Compensation Policy incorporates 5 Cornerstones of Executive Compensation that represent a set of proven concepts that can be effectively applied to your business. I've also created a video describing Apple's plan (it appears on the first slide) which explains some of these concepts.
Check it out and let me know what we might be missing at http://www.Exkalibur.com.
Hindustan Unilever's recruiting process begins with the requirements of several departments and follows best practices in its recruitment and selection process.
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
Hindustan Unilever's recruiting process begins with the requirements of several departments and follows best practices in its recruitment and selection process.
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Employee First, Customer Second (EFCS) is a radical new philosophy of HCL Technologies.
Through this philosophy the aim was to create a unique employee organization, drive an inverted organizational structure, create transparency and accountability within the organization, and encourage a value driven culture.
For more information. please visit www.employeefirst.in
This report contain details about HR department of CCBPL. This report contains Introduction, Vision, Mission, Core values, Goals, Slogan of Coca-Cola Beverages Pakistan Limited. Along with that, it contain Recruitment and Selection process of Coca-Cola.
Dell Inc one of the largest electronic gadget manufacture renowned for its quality and after market services, Dell is also renowned for its robust training and development model enforcing the employees growth both physiologically and psychologically
A Study on Performance Management of Mahindra and MahindraProjects Kart
The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.
This presentation provides a look at Performance-based Equity from three angles: Design, Legal issues (provided by Jennifer George at Orrick) and Administration concerns (provided by Paz Dizon of Gilead). The administrative concerns is especially interesting since Paz drills deep into some of the difficulties and how she handled them.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Employee First, Customer Second (EFCS) is a radical new philosophy of HCL Technologies.
Through this philosophy the aim was to create a unique employee organization, drive an inverted organizational structure, create transparency and accountability within the organization, and encourage a value driven culture.
For more information. please visit www.employeefirst.in
This report contain details about HR department of CCBPL. This report contains Introduction, Vision, Mission, Core values, Goals, Slogan of Coca-Cola Beverages Pakistan Limited. Along with that, it contain Recruitment and Selection process of Coca-Cola.
Dell Inc one of the largest electronic gadget manufacture renowned for its quality and after market services, Dell is also renowned for its robust training and development model enforcing the employees growth both physiologically and psychologically
A Study on Performance Management of Mahindra and MahindraProjects Kart
The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.
This presentation provides a look at Performance-based Equity from three angles: Design, Legal issues (provided by Jennifer George at Orrick) and Administration concerns (provided by Paz Dizon of Gilead). The administrative concerns is especially interesting since Paz drills deep into some of the difficulties and how she handled them.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3. 1. Team-Based Approach
2. More focus on superior performance than
competitive peer company programs
3. Long Term Equity awards represent the best
method to align incentives with the best interests
of the Shareholders
4. Clear Performance Criteria
(a) No room for favoritism
5. Employment at Will
5 Key Themes
3
4. Use of RSU’s
(Restricted Stock
Units) as long
term equity
rewards
Most effective
way to attract
and retain talent
AND align
executive
interests with the
shareholders
1. Team-Based Approach
4
A restricted stock unit is a grant valued in terms of
company stock, but company stock is not issued at the
time of the grant.
After the recipient of a unit satisfies the vesting
requirement, the company distributes shares or the
cash equivalent of the number of shares used to value
the unit.
If the plan rules allow it, the company may require or
the recipient may choose to defer distribution to a later
date.
Vesting requirements may be met by the passage of
time or by either company or individual performance. If
the recipient does not meet the requirements the
company set forth prior to the end of the vesting period,
the units are typically forfeited to the company.
Depending on plan rules, the participant or donor may
be allowed to choose whether to settle in stock or cash.
5. Cash compensation
opportunities for 2011
were BELOW the 25th
percentile of peer
companies
Deliberately set target &
maximum bonus BELOW
range of peer companies
2. Peer Companies
5
Steve Jobs paid $1/year since 1997
Base salaries for other officers
approximately the median of peer
companies
6. Bonuses represent
relatively SMALL pct of
executive total
compensation
Company emphasizes
long-term equity awards
For 2012, the target and
maximum annual
performance–based cash
bonus levels for named
executive officers are
100% and 200%,
respectively, of the
officer’s base salary.
3. Performance Bonuses
6
Emphasize long-term shareholder value
creation over annual operating results
Bonus program is therefore modestly
funded
Jobs did not participate;
The target bonus of 50% of base salary is
substantially lower than those of peer
companies generally, where median
target bonus payouts commonly range
from 125% to 145% of base salary;
The maximum bonus of 100% of base
salary for exceptional performance is
substantially lower than the maximum
bonus opportunities generally provided at
peer companies; and
The Company has no long-term cash
bonus program.
7. Net Sales & Operating Income
according to GAAP
Chosen because they reflect
commonly recognized measures
of overall company performance
that are associated with creation
of value for shareholders.
Payout structure is based on 50%
for operating income and 50% of
net sales because each measure
is considered equally important
in the company’s internal
business plan.
4. Performance Criteria
Performance goals are set at target
and maximum levels based on
objectives in the company’s
internal business plan
Target and maximum goals for net
sales in 2011 represented an
increase of 36% and 43%,
respectively, over the company’s
actual performance in 2011.
Likewise, target and maximum
goals for operating income in 2011
represent an increase of
approximately 25% and 33%,
respectively, over the company’s
actual performance in 2010.
No downward adjustments to the
bonuses were made based on a
subjective assessment of the
officer’s overall performance.
7
8. Executive Officers are employed
at will.
The compensation program for
executive officers does NOT
include any of the pay practices
listed on the right.
5. Employment at Will
Employment Agreements
Severance agreements
Tax payments in connection with a
change in control of the company
Tax reimbursements
Supplemental executive
retirement benefits
The company does not provide
any perks or change in control
benefits to the executive officers
that are not available to other non-
executive employees.
8
9. Tim Cook was appointed CEO on
August 24, 2011
The board granted Tim Cook 1
million RSUs as a promotion and
retention award.
Tim Cook, CEO
50% of his award is scheduled to
vest 5 years after the award date
The remaining 50% of the award
is scheduled to vest 10 years after
the award date, subject to Cook’s
continued employment with the
company through the applicable
vesting date.
The RSU award is intended as a
long-term retention incentive and
should be viewed as
compensation over the 10 year
vesting period.
9
10. Restricted Stock Units
used for long-term
equity awards
Cash Compensation
BELOW peer companies
Cash bonus program is
small part of overall
executive compensation
plan.
There is no long-term
cash bonus program.
Important Details
10
Cash bonuses are based
50% on net sales and 50%
on operating income.
Subjective assessment of
executive performance can
only LOWER but not
increase the cash bonus.
Executive officers serve
“at will” without
employment or severance
agreements.
RSU awards generally vest
over 4 years subject to
continued employment.
11. 1. Team-Based Approach
2. More focus on superior performance than
competitive peer company programs
3. Long Term Equity awards represent the best
method to align incentives with the best interests
of the Shareholders
4. Clear Performance Criteria
(a) No room for favoritism
5. Employment at Will
5 Key Themes
11