Resources

CHRO Global Resources Quick Reference

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    Six Approaches to Incentive Targets Amid Economic Volatility and Uncertainty

    By Dr. Charles G. Tharp
    A key responsibility of Compensation Committees is the approval of incentive plan design, especially determining individual awards for the senior-most executives and setting performance objectives for annual and long-term incentive payouts. In times of uncertainty, Committees may seek alternative design approaches to mitigate the risk of setting overly aggressive or overly conservative long-term performance targets. Find within a collection of helpful alternative approaches (with corresponding pros and cons) for structuring long-term incentive arrangements in a volatile environment.
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    Balancing Purposeful Complexity & Greater Simplicity in Pay Design

    By Dr. Charles G. Tharp
    Over the past few decades, there has been an explosion of criticism of CEO compensation. Efforts to lower executive pay or strengthen the link between pay and performance have only increased complexity without actually addressing the issue. The time may be ripe for new thinking and experimentation in the design of executive incentives.
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    Selecting an Independent Compensation Consultant: A CHRO Guide

    By Ani Huang and Richard R. Floersch
    Each company is unique in its approach to the evaluation and selection of an independent compensation consultant. A good consultant will ensure that the Compensation Committee’s decisions are fair, reasonable, and support the company's mission. It is crucial that CHROs arm their Committees with clear direction to ensure an efficient process, smooth transitions, and a favorable outcome. Useful to new and experienced CHROs alike, this practical Guide is a collection of the tools, tips, and insights necessary to successfully navigate the review and selection process.
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    The Basics of Executive Pay Packages

    By Ani Huang

    Executive compensation differs substantially from typical pay packages for hourly paid workers, professional, and management employees in that executive pay is primarily designed to reward for company results and stock price appreciation.


    Executive compensation is intended to align pay with the company’s short and long-term performance. If a company underperforms, the executives typically receive a smaller fraction of their potential pay. Conversely, if a company meets or exceeds its objectives and the stock price responds long term, the executives stand to receive at or above their targeted payout.

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