咨询师的薪酬手册.pdf

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The Compensation Handbook Lance A · Berger Dorothy R · Berger Alignment model. •Market share Marketing •Flat •Recruit •Risk seeking •Flexible ranges Growth •Market share •Decentralized •Minimize training •Venturesome •High incentives G •Price to buy share •Capitalized ROI •Fewer staff •Incentive is “fast” •Innovation / •Equity oriented B •Produce •Relative quality functions career growth opportunistic •High competitive U R development •Relative price •Utilize leading •High-level training •Volatile level total S O •Expand technologies •Culture: high •Maximum compensation I manufacturing •Plan information energy participation •Long range N W sales force & system expansion orientation distribution system E S S •Market share Operating •Limited •Retain •Risk accepting •Balanced mix of retention •Marketing centralization •Selective job •Progressive bonus/incentive C E •Optimize margins expenses/sales

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