Abstract
Although much has been written about new compensation innovations as individual programs, there is less discussion of the impact these programs can have when implemented in a piecemeal fashion or even in tandem as part of a strategic compensation design. This article focuses on one company's successful attempt to use several compensation approaches to solve some fundamental organizational problems and, in the process, build an integrated compensation approach. This company was successful for two reasons: (1) it conducted a thoughtful analysis of its situation and goals to develop a compensation approach that was best suited to help meet those goals, and (2) the company used a holistic and strategic approach to compensation design to develop and implement compensation programs that support its ultimate objective of maximizing organizational efficiency and making the most of its human capital.
Get full access to this article
View all access options for this article.