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WorldatWork invited its broader membership and customer base to participate in an electronic survey on base and variable compensation programs, policies and practices.

These changes are often necessary for a number of reasons: splitting territories, newly added target customers, sales contact optimization, point-of-purchase change and mergers and acquisitions.

Organizations may be able to identify benefits that attract employees oriented toward customer service, safety, creativity, innovation, quality or some other strategic focus.

With 38,000 employees, the state government is one of Maryland’s largest employers, and “thousands of state jobs in every department will be open to applicants with relevant experience and training, particularly in the information technology, administrative and customer-service sectors, which previously required a college degree,” according to the newspaper.

The market leader in customer relations software is trying to reduce expenses, boost profit and revive revenue growth with the surge of new hires, it said.

Overall, many workers who were job hopping several years ago have found positions they're satisfied with, said Rob Hosking, executive director of Robert Half's administrative and customer support practice.

Hyper-personalized compensation may vary from organization to organization, but these are a few examples of the modular dollars-and-cents options employees may have to choose from, according to the Deloitte report and the experts interviewed for this piece: ;A lower base salary and a higher bonus opportunity versus a higher base salary and less bonus potential; ;Bonuses versus equity or stock options versus restricted stock units with different vesting schedules as performance rewards; ;The option to extend longer-term incentives by a year or two in return for a larger reward based on continued success with targets or objectives; ;Customized reimbursement; ;Retirement account matching versus student loan repayment matching; ;Longer-term employer contributions such as retirement versus shorter-term assistance such as emergency savings; “Personalized compensation lets you be really dynamic, and it has an incredible effect on retention,” said Marcy Klipfel, the chief engagement officer

The training must meet several requirements, including providing examples of actions retail employees can take to protect themselves if they face violence from customers or coworkers, as well as generating a list of emergency exits and meeting locations employees can utilize in the event of an emergency.

., new accounts, customer retention, revenue generation).; Find Common Ground When working together, find common ground between TR’s and the other department’s goals and objectives.

“Organizations can’t afford to get pay wrong,” Payscale CEO Chris Hays said, adding the strategic partnership will enable solutions that help “our enterprise customers build pay strategies that are both competitive and compliant.”