Presentation1ncentive
•Download as PPT, PDF•
0 likes•290 views
This document outlines an incentive scheme for sales employees with monthly, quarterly, and yearly incentives. It includes a primary monthly sales incentive based on sales amounts achieved as well as a secondary monthly sales incentive. There are also quarterly primary sales incentives, activity incentives on a quarterly basis, six-monthly brand-wise incentives, and an annual incentive scheme to motivate employees and encourage good work. The scheme provides increasing levels of monetary rewards tied to sales targets to help employees achieve their goals.
Report
Share
Report
Share
Recommended
Target employee incentive scheme
Every business organization will agree that most valuable asset for an organization will be Human Resources and we cannot measure the appropriate value of Human resources in monetary terms (Instead of Human Resource accounting methods are available). So we need to provide proper appraisal system or performance measurement system for the employees in order to measure their performance and provide satisfactory and equal benefits to all the employees. Proper appraisal system will help the organization to share the profits with the employees in a scientific way. So I have made a small contribution towards the employees appraisal system for RETAIL STORES.
How to accelerate your commissionable sales ?
Management faces a constant problem in developing a solid incentive plan for sales staff. The work at hand is to ensure that the company's objectives are translated into sales goals, which are then reflected in the commission plans created for you.
For decades, sales commission has been the driving force behind sales agents going above and beyond to ‘smash sales objectives.' Let's go back in time and observe how commissions came into play.
Incentive Plans That Drive Accountability
Presentation given by Warren Dietel, President/Owner of Puff 'n Stuff Catering & Events, at The Special Event conference on January 25, 2011.
Incentive schemes for apparel industries
- The document discusses different incentive systems for motivating workers, focusing on comparing salary and piece rate systems. It argues that a hybrid incentive system that adds benefits of piece rate to a salary system can motivate both workers and the company.
- Such a system includes bonuses for attendance, individual performance, group performance, and jump starting performance. It shows how workers' earnings can increase substantially with higher efficiency levels while keeping costs lower for the company. The system aims to create a win-win situation for both parties.
- Important considerations for implementing such an incentive system include establishing fair rates and standards, including all workers, having a trial period, and clearly outlining the rules and benefits. The document argues such a system
Shop floor level rewards - compensation management - Manu Melwin Joy
This document discusses shop floor level rewards and compensation management. It explains that shop floor incentive schemes reward employees based on performance measures like the number of items produced or time taken to complete work. These schemes provide part or all of an employee's pay based on their output. The document also notes that F.W. Taylor advocated for such schemes in 1911 to stimulate people to work at a faster pace and increase their output, in line with an instrumentalist view of motivation.
Incentive
The document discusses individual and group incentive plans. It describes incentive plans as formal schemes used to promote specific actions or behaviors. It notes incentive plans differ based on payment method, performance measurement, and employee coverage. The types of incentive plans discussed include merit pay, profit sharing, ownership, and group incentives. Conditions for effective plans include clear communication, employee understanding and participation, and timely bonuses. The document also covers individual incentive plan types like piecework, standard hours, and bonuses, as well as advantages and disadvantages.
How to design a universal incentive system for a manufacturing company
Detailed stepping stones for designing a universal incentive scheme across the mainstream & supportive departments to maintain a balance
Shop Floor Incentive Bonus Scheme
This document discusses pay systems and shop floor incentive bonus schemes. It defines pay systems as methods of rewarding employee contributions and notes that pay levels can impact productivity and morale. Shop floor incentive schemes tie pay to performance measures like items produced or time taken to complete work. They aim to motivate higher productivity by rewarding faster work through piece rates or bonuses. The dominant view is that such schemes will stimulate people to work harder in order to earn more money.
Recommended
Target employee incentive scheme
Every business organization will agree that most valuable asset for an organization will be Human Resources and we cannot measure the appropriate value of Human resources in monetary terms (Instead of Human Resource accounting methods are available). So we need to provide proper appraisal system or performance measurement system for the employees in order to measure their performance and provide satisfactory and equal benefits to all the employees. Proper appraisal system will help the organization to share the profits with the employees in a scientific way. So I have made a small contribution towards the employees appraisal system for RETAIL STORES.
How to accelerate your commissionable sales ?
Management faces a constant problem in developing a solid incentive plan for sales staff. The work at hand is to ensure that the company's objectives are translated into sales goals, which are then reflected in the commission plans created for you.
For decades, sales commission has been the driving force behind sales agents going above and beyond to ‘smash sales objectives.' Let's go back in time and observe how commissions came into play.
Incentive Plans That Drive Accountability
Presentation given by Warren Dietel, President/Owner of Puff 'n Stuff Catering & Events, at The Special Event conference on January 25, 2011.
Incentive schemes for apparel industries
- The document discusses different incentive systems for motivating workers, focusing on comparing salary and piece rate systems. It argues that a hybrid incentive system that adds benefits of piece rate to a salary system can motivate both workers and the company.
- Such a system includes bonuses for attendance, individual performance, group performance, and jump starting performance. It shows how workers' earnings can increase substantially with higher efficiency levels while keeping costs lower for the company. The system aims to create a win-win situation for both parties.
- Important considerations for implementing such an incentive system include establishing fair rates and standards, including all workers, having a trial period, and clearly outlining the rules and benefits. The document argues such a system
Shop floor level rewards - compensation management - Manu Melwin Joy
This document discusses shop floor level rewards and compensation management. It explains that shop floor incentive schemes reward employees based on performance measures like the number of items produced or time taken to complete work. These schemes provide part or all of an employee's pay based on their output. The document also notes that F.W. Taylor advocated for such schemes in 1911 to stimulate people to work at a faster pace and increase their output, in line with an instrumentalist view of motivation.
Incentive
The document discusses individual and group incentive plans. It describes incentive plans as formal schemes used to promote specific actions or behaviors. It notes incentive plans differ based on payment method, performance measurement, and employee coverage. The types of incentive plans discussed include merit pay, profit sharing, ownership, and group incentives. Conditions for effective plans include clear communication, employee understanding and participation, and timely bonuses. The document also covers individual incentive plan types like piecework, standard hours, and bonuses, as well as advantages and disadvantages.
How to design a universal incentive system for a manufacturing company
Detailed stepping stones for designing a universal incentive scheme across the mainstream & supportive departments to maintain a balance
Shop Floor Incentive Bonus Scheme
This document discusses pay systems and shop floor incentive bonus schemes. It defines pay systems as methods of rewarding employee contributions and notes that pay levels can impact productivity and morale. Shop floor incentive schemes tie pay to performance measures like items produced or time taken to complete work. They aim to motivate higher productivity by rewarding faster work through piece rates or bonuses. The dominant view is that such schemes will stimulate people to work harder in order to earn more money.
incentives and performance based pay
This document discusses various types of incentive schemes and performance-based pay plans used in human resource management. It defines incentives as variable awards granted to employees based on their performance. Several types of incentive plans are described, including straight piece-work systems, standard hour systems, and Halsey, Rowan, and Barth variable sharing plans. The document also outlines prerequisites for effective incentive systems, such as scientific work measurement and worker cooperation. Overall, the summary provides an overview of common incentive structures and considerations for implementing performance-based compensation.
Incentives
The document discusses incentive payment plans used in industries. It provides details on the objectives, features, types, and examples of various incentive schemes including:
- Standard hour plans that pay a basic hourly rate plus incentives for completing work faster than the standard time.
- Halsey and Rowan plans that pay bonuses based on a percentage of time saved compared to the standard.
- Piece rate plans that pay workers per unit of output completed.
The document outlines the prerequisites and safeguards needed for effective incentive systems, and notes industries where incentive schemes may be difficult to apply.
Organisation wide incentive plans
This document discusses various organization-wide incentive plans including profit sharing, gain sharing, and employee stock ownership plans. Profit sharing rewards employees based on organizational success over time to promote ownership culture. Gain sharing specifically shares unexpected productivity or cost savings gains between employees and the company. Employee stock ownership plans give employees the right to purchase company stock in the future. The document provides details on common gain sharing plans like Scanlon, Rucker, and ImproShare and discusses their advantages in motivating employees and aligning them with organizational goals.
Bonus - compensation management - Manu Melwin Joy
Bonus pay is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract.
Presentation of types_of_incentive_plan
This document presents an overview of several types of incentive plans, including the Halsey Premium Plan, Halsey-Weir Premium Plan, Rowan Premium Plan, and Bedeaux Plan. The Halsey Premium Plan pays a bonus based on 50% of time saved. The Halsey-Weir Plan pays a bonus of 33.33% of time saved. The Rowan Plan calculates bonus as a percentage of time saved relative to allowed time. The Bedeaux Plan expresses work in standard time units and pays bonus on units completed beyond standard.
Cg ltd refresher training by Gurtej
The document discusses a 2-day refresher training program conducted by CG Ltd for branch managers, marketing executives, and senior sales engineers. It analyzes whether the company followed proper processes for the training program. The training focused on sales forecasting but could have been improved by more clearly defining its aim, tailoring the content specifically to sales forecasting, and evaluating the effectiveness of the training. Suggestions are provided to make future training programs more focused and interactive.
Rewards
This document discusses different types of incentives used to motivate employees. It describes monetary incentives like direct pay-based plans (e.g. salary, overtime pay) and indirect pay-based plans (e.g. insurance, pension). Six specific monetary incentive plans are outlined, including Halsay's plan, Rowan's premium plan, and Emerson's efficiency bonus plan. Non-monetary incentives like recreation, status symbols, and awards are also discussed. Finally, the document lists twelve requisites for effective incentive plans, such as plans being simple, just, attainable, and providing incentives for both quantity and quality of work.
Incentive wages
The document discusses incentive wage plans, including what they are, their objectives and features. It provides examples of incentives given by Summit Bank, such as medical incentives, commission, gifts and entertainment allowance. It analyzes the strengths, weaknesses, opportunities and threats to Summit Bank's incentive plan. Incentive plans reward workers for productivity above an established standard by offering bonuses for exceeding production rates. Summit Bank provides incentives like medical coverage, commission, gifts and refreshment packages to motivate employees. However, the plan could be improved by offering incentives for high-level employees and implementing a pension scheme.
Incentive systems
This document discusses incentive systems used to motivate and reward employee performance. It defines incentives as compensation beyond normal expectations that motivates employees. The goals of incentives are motivation, retention, cost savings, and goal achievement. There are three types of incentive systems: individual incentives that directly link rewards to individual performance using methods like piecework and commissions; group incentives that link rewards to group performance; and organizational incentives that link rewards to overall organization performance using methods like profit sharing, suggestion plans, and employee stock ownership. The document provides examples of different incentive systems used for individual, group, and organizational rewards.
Sales compensation
The document discusses the process of Danish staffing which consists of 5 major stages: 1) Planning recruitment and selection, 2) Recruiting applicants, 3) Selecting suitable applicants, 4) Hiring candidates, and 5) Socializing new recruits. It provides details on each stage such as determining the number and type of salespeople needed, outlining the job description, identifying recruitment sources, selecting applicants through a multi-step process, making job offers, and onboarding new employees. The objectives and key steps in designing an effective sales compensation plan are also outlined.
pay for performance system implementation in Healthcare sector
this project is based on the implementation and execution of p4p in hospitals specially focus on the productivity of nurses.I got an A grade i hope this will be beneficial for all the students as well as business professionals and recruiters.
Xiamen case study
Xiamen Airlines reformed its pilot compensation system in 2009 to better link pay to performance. Initial results were positive with improved productivity and satisfaction, but recruiting and retaining pilots remained challenging due to shortages and competition. The new system provided incentives like increased pay for extra hours flown and bonuses for achievements. Outcomes included pilots flying more hours, saving on hiring, experienced pilots training newcomers, and lower attrition. Profits increased nearly 500% from 2009-2010 under the new system. However, questions remained about sustainability if the industry became less profitable and what else the airline could offer to retain talent.
Designing compensation plans
The document discusses designing compensation plans for sales personnel. It covers defining the sales job, considering the company's compensation structure and patterns in the community/industry. It also discusses determining compensation levels, providing various compensation elements like fixed pay, variable pay, benefits and expenses. The document also discusses types of compensation plans, supervising sales personnel, and factors that affect motivating sales personnel.
Variable incentive plans a motivation and retention tool
Variable incentive plan can help companies reward their employees effectively, this will also help in motivating the employees
module iv types of compensation plans
This document discusses various compensation plans for employees, including straight salary plans, straight commission plans, combination salary/commission plans, bonuses, fringe benefits, and sickness benefits. Straight salary plans provide a fixed payment each pay period. Straight commission plans pay employees based solely on sales volume. Combination plans include both a base salary and commission. Bonuses can be paid as a percentage of salary or profits. Fringe benefits and sickness benefits provide additional compensation to employees. The goal of sales compensation plans is to motivate employees and ensure retention.
Administering Office Salaries
After the office jobs have been priced and salary ranges established, a decision must be made on how salary increases will be provided, taking into consideration automatic salary progression, cost-of-living adjustment, pay for performance, and pay for skill. For certain kinds of office works, the AOM should consider the use of variable pay, whereby workers are rewarded for their increased production and outstanding performance.
Sales compensation plan
This document discusses different types of sales compensation plans including straight salary, straight commission, and combined salary and incentive plans. It outlines the steps to form a sales compensation plan which are to review the sales job, identify plan objectives, determine the compensation method, and implement the plan. Finally, it provides characteristics of a successful sales compensation plan such as making it a win-win for both company and salesperson, incentivizing desired behaviors, being easy to understand and administer, and rewarding top sales performers.
Gain sharing - compensation management - Manu Melwin Joy
This document provides an overview of gain sharing compensation management. It explains that gain sharing is a system used by businesses to motivate employees to improve performance and share financially in the gains from those improvements. The document outlines that gain sharing has two key parts - a bonus calculation and a structured employee involvement system - and is best viewed as an organizational development tool aimed at improving performance and eliminating waste. It also notes that gain sharing works best when employees are responsible for production quality and quantity and encourages ways to improve processes.
Current profit sharing - compensation management Manu Melwin Joy
This document discusses current profit sharing compensation plans. It explains that companies set aside a predetermined percentage of payroll, usually between 2.5-7.5% but sometimes up to 15%, as a bonus on top of base salary. These bonuses depend on overall company or line of business profits. The purpose is to encourage employees to understand how their work impacts company performance and profits in order to improve profitability.
Branch incentive framework
It is a practical Employee-Incentive Plan designed to motivate Branch Employees to work harder and for well defined performance indicators.
ODUG LA Incentive Scheme - Leeds Launch deck
The document outlines an agenda for a local authority incentive scheme meeting in Leeds. The agenda includes welcome addresses, presentations on Leeds' open data initiatives, an overview of the open data agenda and economic benefits, and details of the local authority incentive scheme and how to apply for funding. The scheme aims to incentivize local councils to publish high-value open data in priority areas like public conveniences, planning, and licensing to increase transparency and opportunities for reuse.
Incentives
This document outlines various incentive schemes for different departments within a company, including sales and services, technical (R&D), operations, and finance and administration. For sales and services, incentives include group travel to boost motivation, new technology devices to pilot new tools, and experience incentives to inspire others. Technical (R&D) incentives are performance-related pay linked to targets and free private health insurance due to health risks. Operations incentives comprise group bonuses, profit sharing, and training to promote safe practices. Finance and administration incentives are professional trainings, bonuses for overtime work, staff outings to strengthen team spirit, and days off for employee birthdays.
More Related Content
What's hot
incentives and performance based pay
This document discusses various types of incentive schemes and performance-based pay plans used in human resource management. It defines incentives as variable awards granted to employees based on their performance. Several types of incentive plans are described, including straight piece-work systems, standard hour systems, and Halsey, Rowan, and Barth variable sharing plans. The document also outlines prerequisites for effective incentive systems, such as scientific work measurement and worker cooperation. Overall, the summary provides an overview of common incentive structures and considerations for implementing performance-based compensation.
Incentives
The document discusses incentive payment plans used in industries. It provides details on the objectives, features, types, and examples of various incentive schemes including:
- Standard hour plans that pay a basic hourly rate plus incentives for completing work faster than the standard time.
- Halsey and Rowan plans that pay bonuses based on a percentage of time saved compared to the standard.
- Piece rate plans that pay workers per unit of output completed.
The document outlines the prerequisites and safeguards needed for effective incentive systems, and notes industries where incentive schemes may be difficult to apply.
Organisation wide incentive plans
This document discusses various organization-wide incentive plans including profit sharing, gain sharing, and employee stock ownership plans. Profit sharing rewards employees based on organizational success over time to promote ownership culture. Gain sharing specifically shares unexpected productivity or cost savings gains between employees and the company. Employee stock ownership plans give employees the right to purchase company stock in the future. The document provides details on common gain sharing plans like Scanlon, Rucker, and ImproShare and discusses their advantages in motivating employees and aligning them with organizational goals.
Bonus - compensation management - Manu Melwin Joy
Bonus pay is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract.
Presentation of types_of_incentive_plan
This document presents an overview of several types of incentive plans, including the Halsey Premium Plan, Halsey-Weir Premium Plan, Rowan Premium Plan, and Bedeaux Plan. The Halsey Premium Plan pays a bonus based on 50% of time saved. The Halsey-Weir Plan pays a bonus of 33.33% of time saved. The Rowan Plan calculates bonus as a percentage of time saved relative to allowed time. The Bedeaux Plan expresses work in standard time units and pays bonus on units completed beyond standard.
Cg ltd refresher training by Gurtej
The document discusses a 2-day refresher training program conducted by CG Ltd for branch managers, marketing executives, and senior sales engineers. It analyzes whether the company followed proper processes for the training program. The training focused on sales forecasting but could have been improved by more clearly defining its aim, tailoring the content specifically to sales forecasting, and evaluating the effectiveness of the training. Suggestions are provided to make future training programs more focused and interactive.
Rewards
This document discusses different types of incentives used to motivate employees. It describes monetary incentives like direct pay-based plans (e.g. salary, overtime pay) and indirect pay-based plans (e.g. insurance, pension). Six specific monetary incentive plans are outlined, including Halsay's plan, Rowan's premium plan, and Emerson's efficiency bonus plan. Non-monetary incentives like recreation, status symbols, and awards are also discussed. Finally, the document lists twelve requisites for effective incentive plans, such as plans being simple, just, attainable, and providing incentives for both quantity and quality of work.
Incentive wages
The document discusses incentive wage plans, including what they are, their objectives and features. It provides examples of incentives given by Summit Bank, such as medical incentives, commission, gifts and entertainment allowance. It analyzes the strengths, weaknesses, opportunities and threats to Summit Bank's incentive plan. Incentive plans reward workers for productivity above an established standard by offering bonuses for exceeding production rates. Summit Bank provides incentives like medical coverage, commission, gifts and refreshment packages to motivate employees. However, the plan could be improved by offering incentives for high-level employees and implementing a pension scheme.
Incentive systems
This document discusses incentive systems used to motivate and reward employee performance. It defines incentives as compensation beyond normal expectations that motivates employees. The goals of incentives are motivation, retention, cost savings, and goal achievement. There are three types of incentive systems: individual incentives that directly link rewards to individual performance using methods like piecework and commissions; group incentives that link rewards to group performance; and organizational incentives that link rewards to overall organization performance using methods like profit sharing, suggestion plans, and employee stock ownership. The document provides examples of different incentive systems used for individual, group, and organizational rewards.
Sales compensation
The document discusses the process of Danish staffing which consists of 5 major stages: 1) Planning recruitment and selection, 2) Recruiting applicants, 3) Selecting suitable applicants, 4) Hiring candidates, and 5) Socializing new recruits. It provides details on each stage such as determining the number and type of salespeople needed, outlining the job description, identifying recruitment sources, selecting applicants through a multi-step process, making job offers, and onboarding new employees. The objectives and key steps in designing an effective sales compensation plan are also outlined.
pay for performance system implementation in Healthcare sector
this project is based on the implementation and execution of p4p in hospitals specially focus on the productivity of nurses.I got an A grade i hope this will be beneficial for all the students as well as business professionals and recruiters.
Xiamen case study
Xiamen Airlines reformed its pilot compensation system in 2009 to better link pay to performance. Initial results were positive with improved productivity and satisfaction, but recruiting and retaining pilots remained challenging due to shortages and competition. The new system provided incentives like increased pay for extra hours flown and bonuses for achievements. Outcomes included pilots flying more hours, saving on hiring, experienced pilots training newcomers, and lower attrition. Profits increased nearly 500% from 2009-2010 under the new system. However, questions remained about sustainability if the industry became less profitable and what else the airline could offer to retain talent.
Designing compensation plans
The document discusses designing compensation plans for sales personnel. It covers defining the sales job, considering the company's compensation structure and patterns in the community/industry. It also discusses determining compensation levels, providing various compensation elements like fixed pay, variable pay, benefits and expenses. The document also discusses types of compensation plans, supervising sales personnel, and factors that affect motivating sales personnel.
Variable incentive plans a motivation and retention tool
Variable incentive plan can help companies reward their employees effectively, this will also help in motivating the employees
module iv types of compensation plans
This document discusses various compensation plans for employees, including straight salary plans, straight commission plans, combination salary/commission plans, bonuses, fringe benefits, and sickness benefits. Straight salary plans provide a fixed payment each pay period. Straight commission plans pay employees based solely on sales volume. Combination plans include both a base salary and commission. Bonuses can be paid as a percentage of salary or profits. Fringe benefits and sickness benefits provide additional compensation to employees. The goal of sales compensation plans is to motivate employees and ensure retention.
Administering Office Salaries
After the office jobs have been priced and salary ranges established, a decision must be made on how salary increases will be provided, taking into consideration automatic salary progression, cost-of-living adjustment, pay for performance, and pay for skill. For certain kinds of office works, the AOM should consider the use of variable pay, whereby workers are rewarded for their increased production and outstanding performance.
Sales compensation plan
This document discusses different types of sales compensation plans including straight salary, straight commission, and combined salary and incentive plans. It outlines the steps to form a sales compensation plan which are to review the sales job, identify plan objectives, determine the compensation method, and implement the plan. Finally, it provides characteristics of a successful sales compensation plan such as making it a win-win for both company and salesperson, incentivizing desired behaviors, being easy to understand and administer, and rewarding top sales performers.
Gain sharing - compensation management - Manu Melwin Joy
This document provides an overview of gain sharing compensation management. It explains that gain sharing is a system used by businesses to motivate employees to improve performance and share financially in the gains from those improvements. The document outlines that gain sharing has two key parts - a bonus calculation and a structured employee involvement system - and is best viewed as an organizational development tool aimed at improving performance and eliminating waste. It also notes that gain sharing works best when employees are responsible for production quality and quantity and encourages ways to improve processes.
Current profit sharing - compensation management Manu Melwin Joy
This document discusses current profit sharing compensation plans. It explains that companies set aside a predetermined percentage of payroll, usually between 2.5-7.5% but sometimes up to 15%, as a bonus on top of base salary. These bonuses depend on overall company or line of business profits. The purpose is to encourage employees to understand how their work impacts company performance and profits in order to improve profitability.
Branch incentive framework
It is a practical Employee-Incentive Plan designed to motivate Branch Employees to work harder and for well defined performance indicators.
What's hot (20)
pay for performance system implementation in Healthcare sector
pay for performance system implementation in Healthcare sector
Variable incentive plans a motivation and retention tool
Variable incentive plans a motivation and retention tool
Gain sharing - compensation management - Manu Melwin Joy
Gain sharing - compensation management - Manu Melwin Joy
Current profit sharing - compensation management Manu Melwin Joy
Current profit sharing - compensation management Manu Melwin Joy
Viewers also liked
ODUG LA Incentive Scheme - Leeds Launch deck
The document outlines an agenda for a local authority incentive scheme meeting in Leeds. The agenda includes welcome addresses, presentations on Leeds' open data initiatives, an overview of the open data agenda and economic benefits, and details of the local authority incentive scheme and how to apply for funding. The scheme aims to incentivize local councils to publish high-value open data in priority areas like public conveniences, planning, and licensing to increase transparency and opportunities for reuse.
Incentives
This document outlines various incentive schemes for different departments within a company, including sales and services, technical (R&D), operations, and finance and administration. For sales and services, incentives include group travel to boost motivation, new technology devices to pilot new tools, and experience incentives to inspire others. Technical (R&D) incentives are performance-related pay linked to targets and free private health insurance due to health risks. Operations incentives comprise group bonuses, profit sharing, and training to promote safe practices. Finance and administration incentives are professional trainings, bonuses for overtime work, staff outings to strengthen team spirit, and days off for employee birthdays.
Final - Repository Fringe 2013
Discussing the issues which arise as we move towards an open by efault approach to the sharing of data. Based on FlyingBinary work in the Private, Public and Third Sectors
Pay for -performance
The document discusses different types of pay-for-performance plans including shop-floor incentives, sales force incentives, executive pay, and team-based pay. It outlines the importance of designing pay plans that support corporate objectives, are fair and equitable, and comply with laws. Different types of team-based pay plans like profit-sharing, gain-sharing, and employee stock ownership plans are described as ways to incentivize and reward employee performance.
Sales promotional tools
1. Sales promotion tools are direct inducements used to create immediate sales and can be targeted at consumers or the trade.
2. Common consumer-oriented tools include samples, coupons, premiums, contests and sweepstakes, rebates, and bonus packs, while trade-oriented tools include trade shows, allowances, and point-of-purchase displays.
3. The goal of trade promotion is to influence retailers to promote and stock products through incentives like contests and discounts.
Sales Incentive program examples
Looking to pump some excitement into your sales team,? Sales incentives, sales contests, increase sales, increase revenue, to your company. Your sales team will love these promotion ideas to help get them excited about winning new accounts.
Viewers also liked (6)
Similar to Presentation1ncentive
Attract Leads & Prospects To You!
The document discusses business models for creating passive income through network marketing. It outlines a model where an individual (YOU) builds a network by sponsoring others to sell products. As the network grows through multiple levels of sponsorship, bonuses and commissions increase passively without additional work. Within 3 levels of growth, monthly income reaches over Rs. 50,000 and yearly income over Rs. 6,00,000 through this passive residual income model.
Akshay.My Biz Plan
The document summarizes a business presentation about creating passive income through multi-level marketing. It outlines a business model where an individual can sponsor others to sell products and in turn earn commission from their sales. As more individuals are sponsored underneath, the individual can earn higher bonuses from the growing team's total sales. With sufficient growth, one can eventually earn millions per year through this passive royalty income business model.
Sales Gala19 Sales Competetion/Cricket Tournament (we can do it!!)
A sales competition between all Outlets of Gooline by putting certain points on different mile stones on the trend of cricket, like on there are different categories of scoring in cricket as there are Sixes, Fours, 3runs, 2runs, 1runs.
I.e we can put 5000 top-up eligibility for Six runs or 1 run on one new customer this will enable us to engage our employees in healthy competition which will be beneficial for growth of our business
The Business Wealth Club Launch in Newbury
The document outlines an agenda for a Newbury Launch Day event on June 30, 2010. It includes sections on breakfast networking, introductions, the speaker's journey and background, content and training that will be provided, strategic business functions, critical business skills, member benefits, testimonials, and a call to action to join the membership for £99 per month. Key benefits of the membership include business training, coaching, online resources, and a £4,563 value for only £99 per month for new members.
How to start Candle business Plan & Strategy
This document provides an overview of starting a candle making business. Some key points:
1) Candle making requires little investment and has growth potential due to candles being used for celebrations, religious purposes, and decorations.
2) The business goals are to increase customer satisfaction, generate revenue, and maximize profits by delivering quality products and services.
3) The marketing strategy will involve selling scented, colored, and designed candles in Jhelum and Sarai Alamgir at competitive prices through catalogs and pamphlets.
4) Financial projections estimate revenues increasing from Rs. 80,000 in year 1 to Rs. 160,000 in year 2 to Rs. 240,000 in year 3 as
European contactplan000720
This document discusses how online and direct selling provides opportunities for personal and financial freedom. It outlines the growth of online shopping and describes how multi-level marketing allows individuals to generate supplemental income by selling products directly to customers and through recruitment. The compensation plan is explained, showing how earnings increase as more products are sold and more recruits are added to ones downline organization. Significant monthly and annual incomes are possible at higher levels.
How to Create Profit Attraction In Your Business copy
Discover How to Create Profit Attraction In Your Signature Coaching, Public Speaking and Consulting Business.
Profit Attraction can happen in an instant and it is up to you to be prepared with the right tools and system in place. Access Now bit.ly/2S8uK18 Your free guide to software and tools to automate your business to stay organize and create your ideal freedom lifestyle. Just my way of saying thank you for reviewing my powerpoint.
iConsumer - Get Your Share
This document proposes building a loyalty program called iConsumer that turns shareholders into customers. It plans to give away 100 shares each to 1 million people to build a customer base. Customers would earn more shares by shopping more and referring friends. Retailers would pay iConsumer commissions from customers' purchases, with iConsumer sharing the commission with customers through cash back rewards. The business model is projected to be profitable and existing loyalty programs provide examples of billion dollar acquisition valuations. Growth is planned in phases, with initial testing and rebranding, then expanding customer acquisition through public listing and crowdfunding.
iConsumer - Get Your Share
This document outlines a plan to build a loyalty program called iConsumer that turns customers into shareholders. It aims to give away 1 share to 1 million people to build a customer base. Customers earn more shares by shopping and referring others. The company would generate revenue from commissions from retailers and use funds raised to acquire more members, with the goal of an eventual exit like eBates that sold for $384 per member. Key phases outlined include an initial public offering, two funding rounds to support growth, and a future focus on institutional investors. Metrics show testing in early 2016 achieved affordable customer acquisition.
GENMED BUSINESS PARTNER.pdf
This document describes an opportunity to become a business partner for Genmed, a generic medicines franchise. As a partner, one would be responsible for convincing people to open Genmed franchise stores in their city and managing the existing stores, including performing checks and visits. In return, the partner would earn monetary profits based on a percentage of each franchise's sales as well as fees for opening new franchises and meeting quarterly sales targets. The role requires a one-time registration fee payment but no investment, risk, or prior experience, offering the potential for lifetime income and growth as the generic medicines business expands.
Take control of your life
A presentation which explains how you can adopt a healthy lifestyle and earn while you network. Vestige is an excellent platform for self-employed professionals which not only means huge financial gain but also leads to a healthy lifestyle. Anybody who has growing desire to be successful should look into this presentation.
Power Start English
1. This document describes a Power Start program that provides additional bonuses to new distributors who meet monthly qualification goals in a certain time period.
2. The goals include achieving monthly personal and group qualification point targets and maintaining an active downline of personally enrolled distributors.
3. Distributors who meet the goals "on time" receive double bonuses for themselves and their enroller, while goals met "out of time" provide single bonuses. Meeting early goals is also rewarded.
iConsumer - Get Your Share
This document proposes creating a loyalty program called iConsumer that turns customers into shareholders. It would give away 1 share to 1 million people to build a customer base. Customers would earn more shares by shopping and referring others. Retailers would pay iConsumer commissions from transactions, of which iConsumer would share 80% with members as cash back. The company plans to go public under Regulation A+ to lower costs and leverage the equity it gives away to acquire more members. Projections estimate acquiring 1 million members could generate $50 million in annual revenue.
UNO (Unlimited Network of Opportunities International Corporation) KSA(Kingdo...
UNO (Unlimited Network of Opportunities International Corporation) KSA(Kingdo...Unlimited Network of Opportunities (UNO) international corporation
This document describes a multi-level marketing opportunity with 10 ways to earn income, including direct selling, direct sponsoring, matching bonuses, unilevel bonuses, and multi-level marketing bonuses. It promotes various membership packages ranging from SAR 980 to SAR 11,760 that provide different point values and income potentials. Higher packages allow for higher weekly and monthly maximum incomes from the matching bonus. The document also outlines the qualifications and benefits for different leadership ranks in the multi-level marketing program.Join perfectly posh booklet
Need all the info on joining Perfectly Posh and becoming a consultant? This should answer your questions!
Ind. Perfectly Posh consultant, M. Reynolds
@pamperedposhmomma
pamperedposhmom.com
Project 10 Strategy Overview
This document outlines the strategy and opportunities for becoming a ViSalus promoter. It discusses the company's track record of success and provides options to start a business through entrepreneurship, franchising, or direct selling. It then details ViSalus' strategy of selling healthy foods and drinks, describes the support provided to promoters through challenge groups, and explains how promoters can earn income through customer commissions, bonuses for recruiting others, and rising through the leadership levels. Promoters can potentially earn over $100,000 per year and become an Ambassador earning $150,000 per month by building a large team. The document encourages readers that they can achieve success through the training and support provided.
The Strategy by ViSalus
ViSalus Promoters transform the lives of others every day through the Body by Vi™ Challenge and foster our mission of Life, Health and Prosperity to the world.
anupamhema
Part-time Income Opportunity. This is also a family business. World's safest place for women to work in a safe environment. World's most admirable Part-time Business Income Project for busy professionals. More than 30 million people around the world get benefit from this. Kindly Go through this presentation and give me call to ask any question. My contact number has been given in the presentation slides. I have a well experienced team and education system to help you to build your own part-time business all over India and abroad. God Bless and Take Care.
Regards
Anupam Sharma
Amway Sales & Marketing Plan
Amway provide a part-time income diversification options for the busy professionals at most convenient terms & conditions. Amway is worlds most admirable business opportunity. And i am building the same business very seriously in India. If anybody join our organization, my team is fully committed to help them and guide them for the same. Looking forward to you. Dare to Dream...and Dare to Fight for your Dream. Lets Build It Together. God Bless!
Regards
Anupam Sharma
iConsumer - Get Your Share
Making 1,000,000 everyday people shareholders in a public company, just for shopping at 1,700 great retailers.
Similar to Presentation1ncentive (20)
Sales Gala19 Sales Competetion/Cricket Tournament (we can do it!!)
Sales Gala19 Sales Competetion/Cricket Tournament (we can do it!!)
How to Create Profit Attraction In Your Business copy
How to Create Profit Attraction In Your Business copy
UNO (Unlimited Network of Opportunities International Corporation) KSA(Kingdo...
UNO (Unlimited Network of Opportunities International Corporation) KSA(Kingdo...
Recently uploaded
Apps Break Data
How information systems are built or acquired puts information, which is what they should be about, in a secondary place. Our language adapted accordingly, and we no longer talk about information systems but applications. Applications evolved in a way to break data into diverse fragments, tightly coupled with applications and expensive to integrate. The result is technical debt, which is re-paid by taking even bigger "loans", resulting in an ever-increasing technical debt. Software engineering and procurement practices work in sync with market forces to maintain this trend. This talk demonstrates how natural this situation is. The question is: can something be done to reverse the trend?
Programming Foundation Models with DSPy - Meetup Slides
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
Your One-Stop Shop for Python Success: Top 10 US Python Development Providers
Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
Principle of conventional tomography-Bibash Shahi ppt..pptx
before the computed tomography, it had been widely used.
Dandelion Hashtable: beyond billion requests per second on a commodity server
This slide deck presents DLHT, a concurrent in-memory hashtable. Despite efforts to optimize hashtables, that go as far as sacrificing core functionality, state-of-the-art designs still incur multiple memory accesses per request and block request processing in three cases. First, most hashtables block while waiting for data to be retrieved from memory. Second, open-addressing designs, which represent the current state-of-the-art, either cannot free index slots on deletes or must block all requests to do so. Third, index resizes block every request until all objects are copied to the new index. Defying folklore wisdom, DLHT forgoes open-addressing and adopts a fully-featured and memory-aware closed-addressing design based on bounded cache-line-chaining. This design offers lock-free index operations and deletes that free slots instantly, (2) completes most requests with a single memory access, (3) utilizes software prefetching to hide memory latencies, and (4) employs a novel non-blocking and parallel resizing. In a commodity server and a memory-resident workload, DLHT surpasses 1.6B requests per second and provides 3.5x (12x) the throughput of the state-of-the-art closed-addressing (open-addressing) resizable hashtable on Gets (Deletes).
HCL Notes and Domino License Cost Reduction in the World of DLAU
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Essentials of Automations: Exploring Attributes & Automation Parameters
Building automations in FME Flow can save time, money, and help businesses scale by eliminating data silos and providing data to stakeholders in real-time. One essential component to orchestrating complex automations is the use of attributes & automation parameters (both formerly known as “keys”). In fact, it’s unlikely you’ll ever build an Automation without using these components, but what exactly are they?
Attributes & automation parameters enable the automation author to pass data values from one automation component to the next. During this webinar, our FME Flow Specialists will cover leveraging the three types of these output attributes & parameters in FME Flow: Event, Custom, and Automation. As a bonus, they’ll also be making use of the Split-Merge Block functionality.
You’ll leave this webinar with a better understanding of how to maximize the potential of automations by making use of attributes & automation parameters, with the ultimate goal of setting your enterprise integration workflows up on autopilot.
Generating privacy-protected synthetic data using Secludy and Milvus
During this demo, the founders of Secludy will demonstrate how their system utilizes Milvus to store and manipulate embeddings for generating privacy-protected synthetic data. Their approach not only maintains the confidentiality of the original data but also enhances the utility and scalability of LLMs under privacy constraints. Attendees, including machine learning engineers, data scientists, and data managers, will witness first-hand how Secludy's integration with Milvus empowers organizations to harness the power of LLMs securely and efficiently.
Columbus Data & Analytics Wednesdays - June 2024
Columbus Data & Analytics Wednesdays, June 2024 with Maria Copot 20
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
Join us to learn how UiPath Apps can directly and easily interact with prebuilt connectors via Integration Service--including Salesforce, ServiceNow, Open GenAI, and more.
The best part is you can achieve this without building a custom workflow! Say goodbye to the hassle of using separate automations to call APIs. By seamlessly integrating within App Studio, you can now easily streamline your workflow, while gaining direct access to our Connector Catalog of popular applications.
We’ll discuss and demo the benefits of UiPath Apps and connectors including:
Creating a compelling user experience for any software, without the limitations of APIs.
Accelerating the app creation process, saving time and effort
Enjoying high-performance CRUD (create, read, update, delete) operations, for
seamless data management.
Speakers:
Russell Alfeche, Technology Leader, RPA at qBotic and UiPath MVP
Charlie Greenberg, host
Energy Efficient Video Encoding for Cloud and Edge Computing Instances
Energy Efficient Video Encoding for Cloud and Edge Computing Instances
[OReilly Superstream] Occupy the Space: A grassroots guide to engineering (an...
The typical problem in product engineering is not bad strategy, so much as “no strategy”. This leads to confusion, lack of motivation, and incoherent action. The next time you look for a strategy and find an empty space, instead of waiting for it to be filled, I will show you how to fill it in yourself. If you’re wrong, it forces a correction. If you’re right, it helps create focus. I’ll share how I’ve approached this in the past, both what works and lessons for what didn’t work so well.
GNSS spoofing via SDR (Criptored Talks 2024)
In the realm of cybersecurity, offensive security practices act as a critical shield. By simulating real-world attacks in a controlled environment, these techniques expose vulnerabilities before malicious actors can exploit them. This proactive approach allows manufacturers to identify and fix weaknesses, significantly enhancing system security.
This presentation delves into the development of a system designed to mimic Galileo's Open Service signal using software-defined radio (SDR) technology. We'll begin with a foundational overview of both Global Navigation Satellite Systems (GNSS) and the intricacies of digital signal processing.
The presentation culminates in a live demonstration. We'll showcase the manipulation of Galileo's Open Service pilot signal, simulating an attack on various software and hardware systems. This practical demonstration serves to highlight the potential consequences of unaddressed vulnerabilities, emphasizing the importance of offensive security practices in safeguarding critical infrastructure.
Taking AI to the Next Level in Manufacturing.pdf
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
Leveraging the Graph for Clinical Trials and Standards
Katja Glaß
OpenStudyBuilder Community Manager - Katja Glaß Consulting
Marius Conjeaud
Principal Consultant - Neo4j
AppSec PNW: Android and iOS Application Security with MobSF
Mobile Security Framework - MobSF is a free and open source automated mobile application security testing environment designed to help security engineers, researchers, developers, and penetration testers to identify security vulnerabilities, malicious behaviours and privacy concerns in mobile applications using static and dynamic analysis. It supports all the popular mobile application binaries and source code formats built for Android and iOS devices. In addition to automated security assessment, it also offers an interactive testing environment to build and execute scenario based test/fuzz cases against the application.
This talk covers:
Using MobSF for static analysis of mobile applications.
Interactive dynamic security assessment of Android and iOS applications.
Solving Mobile app CTF challenges.
Reverse engineering and runtime analysis of Mobile malware.
How to shift left and integrate MobSF/mobsfscan SAST and DAST in your build pipeline.
Monitoring and Managing Anomaly Detection on OpenShift.pdf
Monitoring and Managing Anomaly Detection on OpenShift
Overview
Dive into the world of anomaly detection on edge devices with our comprehensive hands-on tutorial. This SlideShare presentation will guide you through the entire process, from data collection and model training to edge deployment and real-time monitoring. Perfect for those looking to implement robust anomaly detection systems on resource-constrained IoT/edge devices.
Key Topics Covered
1. Introduction to Anomaly Detection
- Understand the fundamentals of anomaly detection and its importance in identifying unusual behavior or failures in systems.
2. Understanding Edge (IoT)
- Learn about edge computing and IoT, and how they enable real-time data processing and decision-making at the source.
3. What is ArgoCD?
- Discover ArgoCD, a declarative, GitOps continuous delivery tool for Kubernetes, and its role in deploying applications on edge devices.
4. Deployment Using ArgoCD for Edge Devices
- Step-by-step guide on deploying anomaly detection models on edge devices using ArgoCD.
5. Introduction to Apache Kafka and S3
- Explore Apache Kafka for real-time data streaming and Amazon S3 for scalable storage solutions.
6. Viewing Kafka Messages in the Data Lake
- Learn how to view and analyze Kafka messages stored in a data lake for better insights.
7. What is Prometheus?
- Get to know Prometheus, an open-source monitoring and alerting toolkit, and its application in monitoring edge devices.
8. Monitoring Application Metrics with Prometheus
- Detailed instructions on setting up Prometheus to monitor the performance and health of your anomaly detection system.
9. What is Camel K?
- Introduction to Camel K, a lightweight integration framework built on Apache Camel, designed for Kubernetes.
10. Configuring Camel K Integrations for Data Pipelines
- Learn how to configure Camel K for seamless data pipeline integrations in your anomaly detection workflow.
11. What is a Jupyter Notebook?
- Overview of Jupyter Notebooks, an open-source web application for creating and sharing documents with live code, equations, visualizations, and narrative text.
12. Jupyter Notebooks with Code Examples
- Hands-on examples and code snippets in Jupyter Notebooks to help you implement and test anomaly detection models.
“Temporal Event Neural Networks: A More Efficient Alternative to the Transfor...
“Temporal Event Neural Networks: A More Efficient Alternative to the Transfor...Edge AI and Vision Alliance
For the full video of this presentation, please visit: https://www.edge-ai-vision.com/2024/06/temporal-event-neural-networks-a-more-efficient-alternative-to-the-transformer-a-presentation-from-brainchip/
Chris Jones, Director of Product Management at BrainChip , presents the “Temporal Event Neural Networks: A More Efficient Alternative to the Transformer” tutorial at the May 2024 Embedded Vision Summit.
The expansion of AI services necessitates enhanced computational capabilities on edge devices. Temporal Event Neural Networks (TENNs), developed by BrainChip, represent a novel and highly efficient state-space network. TENNs demonstrate exceptional proficiency in handling multi-dimensional streaming data, facilitating advancements in object detection, action recognition, speech enhancement and language model/sequence generation. Through the utilization of polynomial-based continuous convolutions, TENNs streamline models, expedite training processes and significantly diminish memory requirements, achieving notable reductions of up to 50x in parameters and 5,000x in energy consumption compared to prevailing methodologies like transformers.
Integration with BrainChip’s Akida neuromorphic hardware IP further enhances TENNs’ capabilities, enabling the realization of highly capable, portable and passively cooled edge devices. This presentation delves into the technical innovations underlying TENNs, presents real-world benchmarks, and elucidates how this cutting-edge approach is positioned to revolutionize edge AI across diverse applications.zkStudyClub - LatticeFold: A Lattice-based Folding Scheme and its Application...
Folding is a recent technique for building efficient recursive SNARKs. Several elegant folding protocols have been proposed, such as Nova, Supernova, Hypernova, Protostar, and others. However, all of them rely on an additively homomorphic commitment scheme based on discrete log, and are therefore not post-quantum secure. In this work we present LatticeFold, the first lattice-based folding protocol based on the Module SIS problem. This folding protocol naturally leads to an efficient recursive lattice-based SNARK and an efficient PCD scheme. LatticeFold supports folding low-degree relations, such as R1CS, as well as high-degree relations, such as CCS. The key challenge is to construct a secure folding protocol that works with the Ajtai commitment scheme. The difficulty, is ensuring that extracted witnesses are low norm through many rounds of folding. We present a novel technique using the sumcheck protocol to ensure that extracted witnesses are always low norm no matter how many rounds of folding are used. Our evaluation of the final proof system suggests that it is as performant as Hypernova, while providing post-quantum security.
Paper Link: https://eprint.iacr.org/2024/257
Recently uploaded (20)
Programming Foundation Models with DSPy - Meetup Slides
Programming Foundation Models with DSPy - Meetup Slides
Your One-Stop Shop for Python Success: Top 10 US Python Development Providers
Your One-Stop Shop for Python Success: Top 10 US Python Development Providers
Principle of conventional tomography-Bibash Shahi ppt..pptx
Principle of conventional tomography-Bibash Shahi ppt..pptx
Dandelion Hashtable: beyond billion requests per second on a commodity server
Dandelion Hashtable: beyond billion requests per second on a commodity server
HCL Notes and Domino License Cost Reduction in the World of DLAU
HCL Notes and Domino License Cost Reduction in the World of DLAU
Overcoming the PLG Trap: Lessons from Canva's Head of Sales & Head of EMEA Da...
Overcoming the PLG Trap: Lessons from Canva's Head of Sales & Head of EMEA Da...
Essentials of Automations: Exploring Attributes & Automation Parameters
Essentials of Automations: Exploring Attributes & Automation Parameters
Generating privacy-protected synthetic data using Secludy and Milvus
Generating privacy-protected synthetic data using Secludy and Milvus
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
Energy Efficient Video Encoding for Cloud and Edge Computing Instances
Energy Efficient Video Encoding for Cloud and Edge Computing Instances
[OReilly Superstream] Occupy the Space: A grassroots guide to engineering (an...
[OReilly Superstream] Occupy the Space: A grassroots guide to engineering (an...
Leveraging the Graph for Clinical Trials and Standards
Leveraging the Graph for Clinical Trials and Standards
AppSec PNW: Android and iOS Application Security with MobSF
AppSec PNW: Android and iOS Application Security with MobSF
Monitoring and Managing Anomaly Detection on OpenShift.pdf
Monitoring and Managing Anomaly Detection on OpenShift.pdf
“Temporal Event Neural Networks: A More Efficient Alternative to the Transfor...
“Temporal Event Neural Networks: A More Efficient Alternative to the Transfor...
zkStudyClub - LatticeFold: A Lattice-based Folding Scheme and its Application...
zkStudyClub - LatticeFold: A Lattice-based Folding Scheme and its Application...
Presentation1ncentive
- 2. INCENTIVE • Means more MONEY. • Means more Opportunities for earning Money • Means more encouragement for doing good effective working • Money motivates to achieve the dreams.
- 3. Money Multi player • Monthly Primary sales incentive. • Secondary Monthly sales incentive • Quarterly Primary sales incentive • Activity incentive Quarterly. • Six Monthly Brands wise Incentive Scheme. • Yearly Incentive Scheme
- 4. Money Multiplayer Scheme Rs630 Rs760 Rs900 Rs1000Rs 2,10,000 SecondarySalesMonthly SalesPermonth Incentive PerMonth Rs30,000 Rs35,000 Rs40,000 Rs45,000 Rs50,000 Rs550 Rs2100 Rs 50,000 Rs60,000 Rs70,000 Rs3050 Rs 6300 Rs 9300 MonthlyPrimarySales Sales Incentive Rs 30,000 Rs 550 Rs 40,000 Rs 800 Rs1050 Rs1,20,000 Rs1,50,000 Rs1,80,000 QuartelyPrimarySales Sales Incentive Rs1,00,000 Rs 1,800 Rs 2,400 Rs 3300
- 5. Six Monthly