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International Journal of Knowledge Management 16(2): 52-66.

Year-over-year comparisons provide little value, and the goalpost for success keeps moving. 2.

The award will convert to an equivalent award in, let’s call it “NewCo,” and continue to vest. 2.

You’ll need to consider work-related issues, such as employment and corporate taxes, legal and regulatory issues, time zones, benefit offerings, and overall costs, perhaps requiring you to offer multiple compensation strategies for your remote workers. 2.

Step 2: Understand the Survey Results How you analyze survey results will likely impact the insights you can glean and the type of change you ultimately implement, so exercise care when reviewing the data from your surveys .

Step 2: Gather Data Relative data must be collected and validated.

Scenario 2: Your organization’s utilization of a particular benefit is lower than the benchmarked average, or lower than expected — but after examining the cost-benefit ratio, you might still make the determination it’s worth keeping.

He stated, “There are many issues that require regulatory clarity and stability so that the system can function properly, including (1) modernizing defined contribution plans to include alternative investments, such as private equity and cryptocurrency ; (2) the consideration of ESG [ environmental, social and governance ] factors; (3) the fiduciary rule as applied to [individual retirement account] rollovers; (4) mental health parity; (5) plan forfeitures; (6) pension risk transfers; (7) tobacco and vaccine surcharges and wellness programs; (8) managing pharmacy benefit managers and healthcare costs; and (9) cybersecurity to protect participants assets — just to name a few key issues.

This figure drops to 3% when using total cash compensation, which includes short-term incentives such as bonuses for achieving immediate goals like sales targets, and to 2% when using total direct compensation, which includes long-term incentives like stock-based rewards.

At the bottom of payout curves, the broad-market STI threshold payout is, on average, 22% of target, while the average EHP STI threshold payout is just 13% (Figure 2).