In terms of time-frames, the incentive plans can be framed around a single year's performance and paid out in cash.
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The metrics that connect up with the pay at risk, should be representative of the business scenario of the present and that anticipated for the future.
Gain deep and comprehensive insights into what different employees value - Our usual strategy of assessing monetary compensation against market benchmarks and applying it based on our pay percentile principles will not apply when we talk about global rewards.
The design of your incentive programs whether short term or long term incentives, is a complex task and one which requires a clear understanding of the business goals, which will then to be clearly developed into individual and team goals.
Finally the component of Long-Term Incentive which though not extremely prevalent in the Indian context is extensively used in Western economies particularly at top leadership levels.
When Diversity is embraced by Business heads, it is Business that has shown HR or people orientation.
HR has the key role of creating a culture that focuses on unified work values that tie in with the organizational vision and not to allow lines to be drawn within the firm which might be detrimental to business.
When the reactive approach is used which means that the organization already has a somewhat diverse workforce, the positive aspects are that the organization can actually do an audit or assessment prior to design
workplace flexibility practices.
Organization's vision of diversity should not be one of creating a separate or special privilege which is viewed as an unfair treatment or reservation.
In order to be perceived as a global organization that believes in equal opportunities, organizations must proactively have metrics in place related to the composition of their workforce.
