Abstract
This paper addresses the question of whether an organization can identify the compensation strategy that is most effective for it and how it can establish a methodology to ascertain what that compensation strategy might be. The paper includes a completed review of the relevant literature as well as a research design methodology. Finally, the importance of compensation strategies to contemporary organizations is noted and personal reflections of the author's relationship with God are revealed as central to the development of this project.

Outline:
Abstract
Problem Statement
Research Objectives
Literature Review
Importance of Study
Research Design
Budget
Measurement
Reflections

From the Paper
"Compensation strategies typically fall within the functional control of human resources (HR) within most organizations. HR management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "

Tags:human, resources, competition, methodology

Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.

Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References

From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"

Tags:salary, benefits, competitive, bonus, commission

Abstract
This paper looks in detail at these types of packages, listing that they consists of five basic components: 1) base salary, 2) annual incentives /bonuses, 3) long-term incentives and capital appreciation plans, 4) employee benefits, and 5) perquisites. Each of these components are analyzed for the short and long term benefits.

From the Paper
"In 1996 the average salary plus bonus for CEOs was $2.3 million. After other benefits were added, this sum rose to $5,781,300. Beginning with Revlon executive Michael Bergerac who broke the $1 million mark in 1974, executive pay and bonus plans have soared to mind-boggling proportions. Although various governmental agencies have set limits on tax-deductible executive compensation, these efforts not only failed but served to raise the bar on executive compensation even higher (Milkovich and Newman 455). In general, the CEO of a corporation makes at least twice as much as the next highest paid executive and 35 times the salary of the average worker (Bogie 118). This pay disparity becomes even more alarming when bad leadership causes mass layoffs and shareholder losses even as top executives continue to receive their oversized pay."

Tags:perk, benefit, salary, bonus, employer, employee, company

Abstract
This paper discusses the seemingly ludicrous executive compensation packages. The paper attempts to distinguish the relationship between company success and executives' efforts, claiming this to be an indication of how much an executive should earn. The paper examines the different components of high level executive compensation packages: High salaries, large bonuses, generous perquisites and so-called golden handshakes and parachutes.

From the Paper
"Sometimes it seems that the salaries executives make at big corporations are entirely out of proportion with the value added to the firm by their being on the payroll. It makes sense that if someone, anyone, makes a certain wage, then they should be making at least that much money for the company. If someone is pumping gas for $7/hr, then he should be pumping at least $7 worth of gas every hour. If someone else is making $30 million/year at a big corporation, then he should be bringing in at least that much revenue, even if only indirectly. If a $30 million/year executive starts programs at the company that make $100million, then the $30 million the company pays him is well-worth it. The trouble is that it is sometimes hard to decide the degree to which company performance is the result of an exec's contribution."

Tags:salary, bonus, pension

Abstract
This paper explains the executive compensation policy of Rite Aid Corporation, a publicly traded company. The author contrasts the company's executive compensation policy with that of its chief competitor. The paper suggest several ways to enhance a company's policy to minimize agency conflict and maximize shareholder wealth.

From the Paper
"Rite Aid Corporation is a drug store chain. The stated objectives of its Compensation Committee are to support the achievement of desired company performance, to provide compensation and benefits that will attract and retain superior talent and reward performance and to fix a portion of executive compensation to the outcome of the Company's performance. The executive compensation program includes a base salary performance bonuses and long-term incentives in the form of stock options. Stock Appreciation Rights known as SARs stock-based awards and restricted stock awards ..."

Tags:executive compensation programs, Longs Drug Stores, Rite Aid Corporation, bonus, salary, short term incentives, long term incentives, compensation committee, variable compensation

Abstract
In this paper, the writer looks at Wal-Mart's operations in China and specifically focuses on the compensation structure in existence at Wal-Mart China. The writer discusses environment it has to work in and also what implications the unionization of the Chinese plant has on Wal-Mart. This paper also proposes a compensation structure and goes on to describe what and how it should be put into place and justifies its argument and in conclusion shows how the proposed structure can help Wal-Mart overcome some of its weaknesses.

Tags:compensation

Abstract
This paper discusses bonus packages and what they consist of, their advantages and disadvantages, tax implications, and alternatives.

From the Paper
"One of the human resources department's functions is to work out compensation and benefits for the company's employees. Base pay is of course part of this, but in many companies, bonuses are also provided. A bonus can be either a monetary award and/or a package that includes money and other benefits such as extra paid leave or gifts. A bonus package can be awarded based on achieving certain corporate goals such as a certain percentage or number of sales. In other cases, bonuses..."

Tags:bonus, bonus package, HR, human resources, advantages, disadvantages, tax, flexible

From the Paper
" Compensation and benefits in the workplace are very different for the "baby boomer" generation in comparison to the benefits received by their parents. Parents of baby boomers worked for one company, put in their hours, and received a pay check. The amount of the take-home pay was fairly stable. Job security meant getting a job with a large corporation or government agency. One of the parents, usually the father, was a part of the company team until retirement. The company was an integral part of family life. The place of employment provided a social outlet, promised a secure retirement, and paid for complete medical coverage for the family.

Times have changed. The most significant change in employer/employee relationships is the shift of responsibility from the employer to employee. Across the country, companies are.."

Abstract
This paper addresses and analyzes the issue of employee retention in a company. Additionally, it proposes a plan to retain employees based on a comprehensive, progressive compensation and benefits program.

From the Paper
"Employee retention could become a serious problem for SMC due to the shrinking local labor market. Employee turnover is high in part because our compensation program treats hourly employees as liabilities rather than as productive assets. As a company we have in the past focused on minimizing the hourly cost per employee, but we have failed to capture the real costs as well as the opportunity costs associated with high turnover. These include high training costs as well as manufacturing inefficiencies and quality..."

Tags:SMR, case study, employee turnover, retention strategies, minumum wage, piece work, bonus, voluntary benefits, 401k

Abstract
The paper presents a research proposal regarding the Axis manufacturing company who desires to motivate employees to meet new production expectations. The paper outlines the proposed research and its methodology that will determine which of three new pay and incentive plans will boost morale and production.

Outline:
Abstract
Introduction
Methodology

From the Paper
"Axis Manufacturing is a 5000 employee sub-contractor that produces aircraft components for the US Military. Recently, Axis supervisors have noticed a considerable drop in employee motivation among line staff. The factory is a 24 X 7 operation with three working shifts. The standard working day is 8 hours. Due to the War on Terrorism, production demands have increased and workers must meet much higher quotas than before the war began."

Tags:compensation, benefits, bonuses, rewards