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Compensation-program candidates for risk assessment can then be reviewed against four dimensions: ;Areas of business where desired outcomes have a significant impact on business success.; ;Type of compensation plan.; ;Relative pay mix.; ;Instances where performance leverage on total cash compensation is high.; Designing a compensation risk assessment begins with establishing a formal process.

Valuation is important for any award types that are tied to the value of company equity, either at grant, vesting or payment.

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When nearly 70% of your annual revenue is invested in rewards and incentives, it makes a compelling business case to optimize total rewards as one of the most powerful levers of organizational performance.

With that as context, employers and their HR and total rewards (TR) professionals are seeking proactive, alternative ways to protect intellectual property beyond noncompetes.

A global benefits strategy (GBS) is a plan companies put into place outlining their benefit structures in countries around the world — helping organizations tailor their total rewards approach to wherever they do business.

Each of these types of organizations “are going to come up with different solutions.

The run rate typically is expressed as a percentage of total shares or in total accounting cost terms.