The document discusses compensation strategy and how it should be aligned with and support corporate goals. It defines compensation strategy as utilizing the pay system to direct individual and group efforts towards achieving organizational strategic objectives. The strategy should be guided by and help drive the business strategy by influencing behaviors. It also discusses how the compensation strategy can provide integration with growth strategies, underpin organizational values, drive desired behaviors, attract and retain skilled employees, and achieve organizational changes and objectives.
Strategic role of compensation, strategic compensation policy, total compensa...Ramona Beharry
This PowerPoint deals with the Strategic role of compensation in the organization. States how you develop a total compensation strategy and also strategic compensation planning.
Strategic role of compensation, strategic compensation policy, total compensa...Ramona Beharry
This PowerPoint deals with the Strategic role of compensation in the organization. States how you develop a total compensation strategy and also strategic compensation planning.
The achievement and benefit received by employees for their job performance in an organization are known as rewards. Employees join the organization within the certain expectation of reward. Some may be expecting for better salary and wages i.e., economic rewards while others may be seeking for facilities like accommodation, transportation, health, safety, and other benefits as rewards. Thus, economic and non-economic benefits provided by the organization to employees for their job performance regardless of their expectations is known as a reward. Employees must be communicated about the reward provision in an advance. (HRM)
Total rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate, retains and engages the employee.
Total rewards may also refer to the function or department within HR that handles compensation and benefits, or the combined intrinsic and extrinsic rewards (or value) that an employee perceives.
Strategic Human Resource Management Lecture 12RECONNECT
This is the lecture 12 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
An increasingly dynamic market in the GCC requires companies to plan for and minimize the movement of their top talent. Also, they must effectively address the increasing emphasis on "nationalization". This presentation offers help in these areas where needed.
This will help to understand the Articles of Human Resources to those who's educational background is different but they are eager to start their career in Human Resource.
The achievement and benefit received by employees for their job performance in an organization are known as rewards. Employees join the organization within the certain expectation of reward. Some may be expecting for better salary and wages i.e., economic rewards while others may be seeking for facilities like accommodation, transportation, health, safety, and other benefits as rewards. Thus, economic and non-economic benefits provided by the organization to employees for their job performance regardless of their expectations is known as a reward. Employees must be communicated about the reward provision in an advance. (HRM)
Total rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate, retains and engages the employee.
Total rewards may also refer to the function or department within HR that handles compensation and benefits, or the combined intrinsic and extrinsic rewards (or value) that an employee perceives.
Strategic Human Resource Management Lecture 12RECONNECT
This is the lecture 12 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
An increasingly dynamic market in the GCC requires companies to plan for and minimize the movement of their top talent. Also, they must effectively address the increasing emphasis on "nationalization". This presentation offers help in these areas where needed.
This will help to understand the Articles of Human Resources to those who's educational background is different but they are eager to start their career in Human Resource.
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.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
3. Mohan Madgulkar-Compensation Management/2006
Compensation strategy defined
• The deliberate utilization of the pay system as an essential
integrating mechanism through which the efforts of various
sub-units and individuals are directed towards the achievement
of an organizations’ strategic objectives
• The business strategy in particular, serve as a critical guide in
designing organizations’ systems, because it specifies what the
company wants to achieve, how it wants to behave, and the
kind of performance and performance levels it must
demonstrate to be effective. The strategy should strongly
influence an organization’s design and management style, both
of which should drive the design of reward system. These
reward systems in turn, help to drive performance by
influencing important individual and organizational behavior.
4. Mohan Madgulkar-Compensation Management/2006
Compensation strategies &
corporate goals
• The compensation strategy will be mainly
concerned with the direction the organization
should follow in developing the right mix and
levels of financial and non financial rewards in
order to support the business strategy
• It should be backed up by a realistic action
plan .
5. Mohan Madgulkar-Compensation Management/2006
How reward strategy contributes to the
achievement of corporate goals?
• Provides for the integration of reward policies and processes with key
strategies for growth and improved performance
• Underpins the organizations’ values, especially those concerned with
innovation, teamwork,flexibility , customer service and quality
• Fits the culture and management style of the organization as it is or as it is
planned to be.
• Drives and supports desired behaviors at all levels by indicating to
employees what type of behavior will be rewarded, how this will take place
and how their expectations will be satisfied.
• Provides the competitive edge required to attract and retain the level of
skills the organization needs
• Enables the organization to obtain value for money from its reward
practices
6. Mohan Madgulkar-Compensation Management/2006
Characteristics of reward strategy
• The demand of the business strategy including cost constraints
• How performance can be driven by influencing important individual and organizational
behaviors
• Helping to achieve culture changes
• Meeting objectives for ensuring the organization gets and keeps high quality employees
• Aligning organizational core competence and individual competence
• Underpinning organizational change
• Development of competitive pay structure
• Ensuring that reward policies are used to convey messages about the expectations and values
of the organization
• Achieving the right balance between reward for individuals, team and organizational
performance
• Evolving total reward processes which incorporate the best mix of financial rewards and
employee benefits
• Achieving the flexibility required when administering rewards processes within fast changing
organizations in highly competitive or turbulent environments
• Fitting reward processes to the individuals needs and expectations of employees
7. Mohan Madgulkar-Compensation Management/2006
Tax considerations
• A tax efficient remuneration package can benefit both
employers and employees. From the employees perspective it
can enhance the benefits of working for that employer, from
the employers point of view, it can mean reduced costs.
• In the past , tax efficiency was one of the main reasons for the
proliferation of benefits, but it has become progressively less
important as governments have tightened up the fiscal rules
relating to employee benefits.
• Because fiscal regulations are constantly changing, it is
essential to update the information related to tax law for
salaried persons.