1 x 1 = >10? Combine Talent Pass with Long-term Incentives to Maximize Talent Pool
The Top Talent Pass Scheme in Hong Kong just provides a good starting point to attract talents under Great Resignation. Companies still have to consider adopting share-based or cash-based incentives to enhance the attractiveness of the remuneration package for talent retention. Read more...
Dual Impact of Bonus Plunge and Great Resignation Drive Staff Turnover to 5-Year High
2023 bonuses are expected to drop in light of the US debt crisis and surging interest rates. Companies can experience loss of talent if they don’t have effective remuneration schemes. Read more...
Pay will be Above Pre-COVID levels; Financial Industry is Ahead in Benefiting from Recovery
Pay increase and bonus levels in 2022 will be higher than pre-pandemic level due to rebounding business performance amid continuous economic recovery. Read more...
Pretium Partners is the Winner of HR Vendors of the Year
Pretium Partners has been selected as the Best Compensation & Beneﬁts Consultant (Gold Award) by 《Human Resources Online》in Asia.
Incentive Pay Makes Top US CEOs and CFOs Best Paid in World, According to First-Ever Global 250 Survey
CEOs and CFOs of the largest US global companies are paid more than counterparts around the world because they earn larger incentive compensation based on performance, according to the inaugural 2018 Global Top 250 Compensation Survey of CEOs and CFOs from FW Cook, Inc., FIT Remuneration Consultants LLP and Pretium Partners Asia Limited.
How to Retain Key Talent after Bonus Season?
March and April are the lucrative months for employees due to the bonus season. However, this period often causes headaches among the HR due to the large number of resignations after the bonus payout. In order to prevent employees from walking out of the door with the bonus, HR needs to rethink how best to retain especially key talent after the bonus season.
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.
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.
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.
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.
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.
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.
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
Maximizing Employee Benefits—--Prioritize resources to increase benefit competitiveness and value
According to Pretium Benefits and Employment Terms & Conditions Study for Hong Kong 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.
Pretium in the News
Why do Asia CEOs and CFOs get paid less? Humanresourcesonline.net Janaury 14, 2019
American CEOs and CFOs earn more than their foreign peers - benefits PRO January 8, 2019
Pretium: 4% Salary Increase for Hong Kong and Singapore Despite Uncertainties but Bonus Tipped to be Down - MARKETSINSIDER November 14, 2018
5% Salary Increase and 7.6 Months of Bonus Set for Financial Services in 2018 - CT finance November 15, 2017
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
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