Posts Tagged ‘executive rewards’

Is ‘Leverage’ the new Paradigm for Achieving Competitive Executive Compensation Plan

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Bob Birdsell explains how by using a S&P 500 Indexed Universal Life Insurance Policy, a Third Party Bank Loan, and a modest Company Investment, an organization can provide a very attractive program available to their most senior executives without incurring a new expense.
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Filed under: PSX Articles



If I Had a Crystal Ball

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This article is reprinted with permission from the January 2015 issue of PSX: The Exchange for People Strategy, an eMagazine that brings you cutting edge views and perspectives on all things related to people strategy.

Wouldn’t it be enticing to be able to take a peek into the future and observe the coming trends in the world of Executive Benefits?  Robert Birdsell looks at what the future might hold of for Qualified Retirement Plans, Non-Qualified Retirement Plans, and Other Executive Benefit Plans.  He shares the major shifts in the way executive benefits will be delivered, financed and administered in the years to come. 
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If we have said it once…

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Expert Perspective by Grahall’s OmniMedia Editorial Board

If we have said it once we have said it a thousand times: when allocating one of your most scarce resources (that would be cash for rewards) don’t target pay solely on how an individual performs, but on how important that job is to the success of the enterprise. The more important the position, the higher the possible (and actual) rewards should be.  Attracting and retaining top talent and high performing individuals to the most important jobs in your organization is critical to lasting success. Using this approach in your Total Rewards strategy may actually lower costs of attracting and retaining average individuals. Any incremental increase in compensation cost allocated to truly high performers in critical positions will be more than offset by the business results achieved through their greater output.
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Filed under: Expert Perspective - Rewards