In what ways have companies attempted to make compensation proportional to actual performance, and which methods have been most successful?

Dec 16,2013December 16, 2013
By In Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, ESPP, Long Term Incentives, Pay For Performance, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock Options, We Have Answers

There are a wide array of methods that may link compensation to company performance. Some of these define “performance” broadly...

Driving Your Compensation Programs in Reverse

Oct 09,2013October 9, 2013
By In Articles, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Start-up Pay, Stock Options

Many smaller companies have both limited time and expertise to spend on their compensation programs. Faced with immediate needs many...

Why do some companies recruit heavily at universities (e.g. Microsoft, Google, Facebook, etc.) whereas others only make experienced hires

Sep 28,2013September 28, 2013
By In Communication, Compensation Philosophy, Compensation Plan Design, Culture, Job Structures, We Have Answers

Link to full answer thread: http://www.quora.com/Why-do-some-companies-recruit-heavily-at-universities-e-g-Microsoft-Google-Facebook-etc-whereas-others-only-make-experienced-hires Dan’s answer My firm does compensation consulting and we often discuss the following with...