HR Workbook 2: Compensation
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Human Resources Management Workbook 2: Compensation will help you to build on the backbone of your HR management plan developed in HR Workbook 1. HR Workbook 2 will guide you in designing an effective compensation strategy to attract, retain and motivate winning staff, and to budget effectively for HR expenses. It will address the following questions:
- What forms of compensation are most effective for a technology start-up?
- How do I structure my employee stock option plan?
- What benefits am I legally required to provide and how much will they cost?
- How do I build a realistic and comprehensive HR budget?
Workbooks are comprised of two parts – the workbook guide, which contains instructions, examples and activities, and the workbook template in which you can write your responses. You can personalize the workbook template by adding your company name and logo.
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| Workbook Guide Contains instructions, examples and activities. |
Workbook Template Write your responses and keep for your company’s records. |
Related Articles and Workbooks
Benefits Start-ups may use benefits to enhance compensation and attract and retain employees.
Board remuneration While many of the guidelines for establishing governance apply alike to both profit and non-profit ventures, the subject of compensation differs between the two.
Designing the right incentives for your staff Most technology start-ups employ some combination of base salary and performance pay to get the best out of their key executive, sales and operations staff. Performance pay may be based on indicators such as sales, the number of customers served, the number of units produced, lines of code written, overall company profits or other measurable indicators.
Employee stock options: Butteriss on human resources One of the incentives small and fast-growing companies can offer employees and executives is the option to purchase company shares or stock options.
Incentive programs: Butteriss on human resources Incentives are critical to retain those employees who are essential to the company’s success. Recognize the vital contributors and make sure they know they are valued.
Compensation A company’s compensation structure must be competitive to attract and retain employees while remaining cost effective.
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