Mckinsey 激励机制.pptVIP

Financial Incentives – Perspectives and Implementation Guidance CONTENTS Perspectives on financial incentives Implementation guidelines Exhibits EMERGING PERSPECTIVES ON FINANCIAL INCENTIVES EMERGING PERSPECTIVES ON FINANCIAL INCENTIVES (CONTINUED) KEY ISSUES TO ADDRESS WHEN DESIGNING AN INCENTIVE SYSTEM What drives basic salary and salary increases? What key indicators make up the “gate” to annual or long-term incentives? How do you determine realistic stretch targets within management control, but without going into detailed annual negotiation? How steeply does the reward increase as managers approach their agreed stretch? How do appropriate or inappropriate behaviors impact the reward level? How is performance beyond stretch rewarded? What combination of short- and long-term incentives is appropriate? What is the right mix of focus on individual and group/peer group results? Exhibits 8-11 provide more detail and case examples as the underlying mental model for incentive designs STEPS IN DESIGNING NEW COMPENSATION SYSTEM PROCESS FOR DESIGNING NEW COMPENSATION SYSTEM Exhibits - Appendix 1 WINNERS PAY MORE AND USE LONG-TERM INCENTIVES TOTAL COMPENSATION SALARY ANNUAL CASH LONG-TERM INCENTIVES COMPENSATION STRUCTURE AND MIX WIDTH OF SALARY GRADES/BANDS SELECTING AN INCENTIVES APPROACH INCENTIVES APPROACH - EMERSON ELECTRIC INCENTIVES APPROACH - JOHNSON AND JOHNSON IMPACT OF BEHAVIOR AND PERFORMANCE ON COMPENSATION * * Footnote Source: Sources Unit of measure * CONFIDENTIAL This report is solely for the use of client personnel. No part of it may be circulated, quoted, or reproduced for distribution outside the client organization without prior written approval from TT Company. This material was used by TT Company during an oral presentation; it is not a complete record of the discussion. Document Date Step 1. Translate overall strategy into specific targets 2. Establish guiding principles 3. Conduct competitive benchmarking 4. Design high-level compensat