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The relatively quick demo showed how a company can use Globalization Partners if it wants to quickly expand operations in a new country but doesn’t have the time or capability to decipher local labor laws, learn the tax issues or set up subsidiaries.

Setting Sights on a More Mature Rewards Function Assessing rewards maturity is only the start of the journey toward competitive differentiation.

The other option, then, is for the carrier to propose a “laser” — singling out a high-risk participant and setting a higher deductible for their claims.

“Sales roles are traditionally incentive heavy, so increasing the base pay for these jobs is a way to appeal to a broader set of talent or offer more stability coming off from high impact economic fluctuations.”

;And continuously monitor the intended and potentially unintended consequences after the updates are implemented, Broaden said.; “The point of this is not to create a separate set of benefits for women and a separate benefit set for men, but it’s to narrow that gap and the inequity for both men and women,” she said.

For WorldatWork Members ;Rewarding the Modern Sales Organization , Workspan Magazine article; ;Incentive Goal Setting is Becoming More Flexible , Journal of Total Rewards article; ;Sales Compensation Plan: Organizational Inventory , tool; ;Sales Performance Management , research; ;Sales Compensation Programs and Practices , research; For Everyone ;The Checkup: Diagnosing and Optimizing Your Sales Compensation Program , Workspan Daily article; ;Sales Comp Considerations: Choosing Between Individual, Team Measures , Workspan Daily article; ;Don’t Be a Sales Compensation Benchwarmer: 5 Paths to Pitch In , Workspan Daily article; Given the persistent economic volatility, increasingly cloudy financial targets and continuously evolving employee expectations around transparency, many organizations are re-evaluating how they drive alignment and motivation.

Instead of setting up for success in the future, these [short-sighted] strategies will have long‑term consequences.

The good news is that there are ways to set apart the challenging aspects and frequent myths in order to objectively determine and deploy a solution that matches your organization’s needs and positively contributes to sales performance.

To continue our coverage on this subject, this article shares some key considerations to help compensation professionals who are involved in setting up their organization’s job architecture.)

Direct Solution Set-Up / Function Purposes and Considerations Example Parallel Pay Increasing pay for business-critical functions by shifting the pay philosophy to a higher-target percentile Identify groups (“blockbusters”) where premium pay positioning philosophies for cash compensation levels are critical.