CHAPEL HILL, N.C., Oct. 12, 2012 /PRNewswire/ -- Valuing and recognizing a company's top performers are critical factors to staying healthy and competitive in today's marketplace.
In addition to other incentives, an annual bonus program provides companies with opportunities to financially reward employees for their contributions each year. However, smaller bonus pools, unfair distributions, misalignment of goals, complex global administration, and other obstacles can plague the integrity of the system, ultimately sending talent out the door. Pay for performance programs are one tool organizations are using to try to retain top performers.
To help compensation organizations understand how other industries and high-performing companies deploy their pay for performance systems, research and consulting firm Best Practices, LLC conducted a study that used evidence-based benchmarks to evaluate incentive systems with the goal of identifying strengths, gaps and improvement opportunities.
The study, Driving Growth & Talent Retention through Pay for Performance, investigates how compensation organizations at leading global companies are structuring and implementing pay for performance annual bonus programs to reward top performers and retain talent in today's environment of shrinking resources and increasing talent competition.
While pay for performance systems usually are used to retain top performers, almost half of the study's large workforce segment said decreasing over-payments to low performers was also a primary reason for using a pay for performance system.
The study explores these key areas:
- Annual Bonus Plan Metrics & Eligibility Strategy
- Global Annual Bonus Plan Uniformity
- Target Bonus Percentages by Job Level
- Minimum Bonus Percentage to Motivate
- Pay for Performance Drivers, Goals, & Program Components
- Implementation Metrics and Success Factors
- Communicating Pay for Performance Rollout
- Implementation Challenges and Pitfalls
By identifying drivers, measures of success, program elements, global differences, and implementation best practices, this study will highlight the must-haves of successful pay for performance bonus plans.
The study results will help compensation leaders create and maintain effective pay for performance programs. The data in the report is based on input from 47 talent and compensation leaders from 17 industries who provided both quantitative and qualitative data.
To access the full report or to download a complimentary summary, click on the following link: http://www3.best-in-class.com/rr1181.htm.
ABOUT BEST PRACTICES, LLC
Best Practices, LLC is a leading benchmarking, consulting and advisory services firm serving biopharmaceutical and medical device companies worldwide. Best Practices, LLC's clients include all the top 10 and 48 of the top 50 global healthcare companies. The firm conducts primary research and consulting using its comprehensive proprietary benchmarking tools and analysis. The operational insights, findings and analysis form the basis for our Benchmarking Reports, databases and advisory services to support executives in commercial and R&D operations.
SOURCE Best Practices, LLC