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Lead-lag, lag-lead establishes timing of adjustments. Most companies review salaries once or twice a year, but the market moves continuously. Therefore, a company's pay is likely to be at market value just once or twice a year, similar to the hands on a broken clock, which pay for philosophy paper only tell the correct time twice a day.As a consequence, companies must decide what time of year to offer raises, and whether to lead the market at the beginning of the year and lag behind at the end of the year; or to lag behind at the beginning of the year and. These two approaches are called lead-lag and lag-lead. Employee proficiency ties skills to market value.Some pay philosophies track the development of skills that lead to proficiency in a job. The more proficient an employee becomes, the closer to market value he or she gets.This is a way of paying according to a market based on the value of skills. Paying for employee proficiency is in contrast to paying for longevity, which has fallen out of favor in many industries but prevails nevertheless.

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For example, a writing services for business company's pay philosophy might be to offer salaries that are competitive in the market, or it might favor pay that is structured to attract employees rather than pay that helps to retain them. But few companies can afford to attract, motivate, and retain via generous compensation.The challenge is to create a pay program that acknowledges all three goals without exhausting resources. As an example, suppose a small company with moderate cash resources is establishing a pay philosophy. The philosophy might look something essay writing help london like this: Pay a competitive base salary - not an aggressive one, but a salary comparable to what an employee could get somewhere else. Offer equity in the company to all employees, so that they can reap the rewards of the company.Be aggressive in total overall compensation through the use of the incentives. If, for example, an employee is below market by,000 in base pay, deliver market parity via a,000 signing bonus; a,000 retention bonus; and a,000 incentive. Incentive programs should be designed so that high-performance people get high compensation.

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Companies attract, motivate, and retain through total compensation. The purpose of a good compensation philosophy is to attract, retain, and motivate good people.To accomplish these goals, companies use a mixture of the three main components of compensation: Base pay, also called salary; incentive pay, whether in the form of cash or non-cash award such as stock; and benefits, or non-financial rewards. A pay where to order exam papers philosophy is a blend of all three, since the company must pay for whatever it delivers to employees.

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Pay Philosophies, a pay philosophy is a company's commitment to how it values employees. A consistent pay philosophy gives the company and the employee a frame of reference when discussing salary in a negotiation. The goal writing a legal essay of a pay philosophy is to attract, retain, and motivate employees.For companies in the private sector, this usually requires a competitive pay philosophy. For companies in the public sector, this means a well-rounded philosophy, with a focus on benefits and work life.