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No more “broad brush" approach in pay review. MTRC highly differentiates pay increase for top and bottom performers.
Top 10% performers in MTRC would get 5.1 % salary increase while the bottom performers would get just 1.7% uptick. A robust performance management system is a pre-requisite to differentiate performance and subsequently compensation to promote pay-for-performance culture. Read more...
Turn employees to be a boss of the company - How to use long term incentives to cultivate boss-like mentality like Tencent.
Tencent's announced interim results and YoY operating revenues increased by 59% in 2017. The company has successfully used stock based incentives to cultivate boss-like mentality among senior executives and critical employees, motivate them to innovate continuously. It has also awarded bonus shares to all employees to promote alignment of interest between the company and employees. Read More…
Differentiating Bonus with Performance
Pay-for-performance can sometimes seem an illusory concept; CEOs often face the dilemma on how to balance different levels and aspects of performance and to what extent the defined performance combine with other considerations in determining bonus payouts.
Are your INED fees back to the 90s?
HKMA suggests the basic fee of independent non-executive directors (INED) should be at least HK$400,000 per year. However, current INED fees generally remain at levels obtained back in the 1990s.
Slower Market Conditions Hurt Pay Increase and Bonus
Pretium survey finds pay increase will drop to 4.3% and bonus will be down to 5.5 months of salary among financial institutions due to slower economy.
Pretium Benefits & Employment Conditions Study Report (2016)
The study will provide clients with credible data to understand the detailed employee benefit practices and emerging benefits trends to optimize HR planning in 2017.
Is a Formula Better than Discretion in Paying Incentives?
Alignment between pay and performance has become increasingly important especially during economic uncertainties; there is constant debate on whether incentives should be determined by a formula or discretion to increase alignment. You may click here to review our thought leadership.
Rippling Effect – More Industries Embrace Partnership
Pretium survey finds more companies use long-term incentives to reinforce alignment and promote partnership. You may click here to review our full survey.
Long-term Incentives are Flourishing in Greater China
Pretium survey finds significant increase in long-term incentive plans due to relaxation of share regulations in China. You may click here to review our full survey.
Strengthen Performance Planning to Drive Performance Management
March denotes the end of a fiscal year, so April becomes the best time for performance planning and target setting. A carefully designed performance planning process can boost efficiency and facilitate the appraisal process at the end of the year. You may click here to review our thought leadership.
Globalization - It's Easier Said Than Done
The emphasis of the Belt and Road Initiative has given new impetus to companies to tap on the globalization opportunities. However, many companies are struggling to balance the paradoxical demand to think globally and act locally. You may click here to review our thought leadership.
Financial Institutions to Increase Salaries and Pay 6 Months Bonus in 2016, Albeit Tightened Belt
Pretium 2015 Year-End Reward and Human Resources Trend Study finds financial institutions will increase salaries by 5% and pay bonus equivalent to 6 months salaries despite cost cutting. You may click here to review our full survey.
Long-term Incentives as the Engine to Drive Partnership
Pretium study finds long-term incentive segmentation is the new normal of a partnership model to drive exponential growth. Chinese companies are quicker to use long-term incentives as the engine to drive partnership. You may click here to review our full survey.
Long-term Incentives to Drive Partnership rather than Manage Risks
Asian firms are set to maximize long-term incentives to drive partnership instead of risk management due to relaxation of regulatory requirements for share based incentives in China and increasing popularity of the partnership model spreading from the internet companies. You may click here to review our full survey.
Shifting Away From "Low Pay, High Bonus" for Sustainability
The recent study done by Pretium finds that Chinese firms are re-balancing compensation mix by shifting salaries and long-term incentives. You may click here to review 2014 Pretium Year-end Reward and Performance Trends Study.
Budgeting & Manpower Planning:Top-down or Bottom-up?
The end of the third quarter marks the time of the year for HR leaders to partner with Finance counterparts to drive the annual budget and manpower planning process. Read more about our perspective on the practical approaches and how HR can do to reposition and reinforce HR as a strategic partner. You may review our thought leadership for Financial Industry &General Industry
Asian Firms Hopping on the International Bandwagon to Increase Deferral Rate
Pretium study finds retention remains primary to deferral increase in Asia whereas deleveraging incentive drives pay mix changes in Europe. You can click here to review our full study.
Maximizing Employee Benefits—--Prioritize resources to increase benefit competitiveness and value
According to Pretium Benefits and Employment Terms & Conditions Study for Hong Kong – 2014, Medical, Life & Disability Insurance, Annual Leave, Employee Education and Medical Checkup are the most prevalent benefits items among the key companies. You can click here to review our full study.
More Optimistic Pay, Bonus and Headcount Outlook in 2014
Pretium Year-end Reward and Performance Trends Study finds Asset Management business in Asia is more bullish about pay, bonus and headcount versus other sectors in the financial industry. You may click here to review our full study.
Getting Prepared for the Year-end:Maximizing the Value of Compensation Surveys
Pretium presents with you the suggestions on how to avoid the pitfalls when analyzing compensation survey and how to better utilize these surveys for year-end compensation process.
Asian Firms are Slow to Use Incentives in Curbing Short-term Risk Taking
Pretium Global Banking Incentive Review Study shows major listed banks in US, UK, Europe and Australia
are ahead of the game in adopting incentive schemes that are tied to multi-year performance metrics.
In Asia, only a minority of firms in the study have similar plans in place to prevent excessive risk taking and reinforce the pay-for-performance culture.
Pretium in the News
Asia – Salary increase and bonuses growth expected to slow - Staffing Industry Analysts December 6, 2016
Pay cuts ahead for local bankers - Humanresourcesonline.net November 22, 2016
Why long-term incentives are flourishing in Greater China - FTSE Global Markets July 20, 2016
Financial Institutions in Hong Kong and China to Increase Pay by 5% in 2016 - HR in Asia December 4, 2015
Financial Firms In China Projected To Increase Pay By 5% In 2016 - China Money Network December 3, 2015
More Optimistic Pay, Bonus and Headcount Outlook for Asia in 2014 - CFO Innovation December 5, 2013
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