Book Description
Straight answers to your compensation questions An A-to-Z guide to compensation strategy and design, Compensation Handbook, Fourth Edition, has been completely revised and updated to keep you on top of the important changes that have taken place in this area. Editors Lance A. Berger and Dorothy R. Berger have assembled articles by leading compensation practitioners to give you authoritative solutions to a wide range of specific compensation problems. This important new edition shares with you the best thinking on attracting and retaining outstanding employees in a tight market...executive compensation...computers and compensation...how to use a mix of compensation devices...and much, much more.
Customer Reviews:
Great Reference.......2007-04-25
I found this book to be an invaluable reference for my research in the area of compensation. It covers all of the main topics in compensation management with articles from the best minds in the field. The trend summary and chapter introductions provide an overview that is interesting and insightful. That kind of analysis is hard to find. The information is surprisingly up to date, since change is slow in this field.
The book is essential for compensation professionals.
The Compensation Handbook.......2006-02-26
Received with thanks the Compensation Handbook in a very good condition. It is exactly the product I was looking for. I believe that it would be a very important reference to my business.
The Compensation Handbook.......2000-06-27
As a compensation consultant, I sought a comprehensive guide for all aspects of the field. The 4th edition of The Compensation Handbook provides simple and direct answers for every compensation problem. It is a virtual "who's who" of compensation professionals providing well-constructed, concise information on their area of expertise. No matter what information I seek -- from base compensation, variable compensation, executive compensation, performance and compensation, compensation and corporate culture, or international compensation -- I can find pertinent, practical guidance in this one book. Compensation issues that are currently challenging every company - regardless of size, age, or industry -- are especially well developed in The Compensation Handbook. The section on Corporate Culture containing chapters on "Culture and Compensation" and "Connecting Compensation, Behaviors, Culture, and Strategy to Win" by William M. Mercer consultants, "Rewarding Scarce Talent" by Patricia Zingheim, "Gaining a Competitive Edge by Improving the Return on Human Capital" by Peter LeBlanc, and "The Role of Work-Life Benefits in the Total Pay Strategy" covers issues that every compensation practitioner or human resources professional will grapple with in the forseeable future. Even the effect of technology and computers on compensation administration are handled in The Compensation Handbook. Information on global compensation strategies is relevant not only to practitioners but to anyone seeking employment on foreign soil or working for a foreign company. The Compensation Handbook is a winner.
The Compensation Handbook.......2000-06-26
As a compensation consultant, I sought a comprehensive guide for all aspects of the field. The 4th edition of The Compensation Handbook provides simple and direct answers for every compensation problem. It is a virtual "who's who" of compensation professionals providing well-constructed, concise information on area of expertise. No matter what information I seek -- from base compensation, variable compensation, executive compensation, performance and compensation, compensation and corporate culture, or international compensation -- I can find pertinent, practical guidance in this one book. Compensation issues that are currently challenging every company - regardless of size, age, industry -- are especially well developed in The Compensation Handbook. The section on Corporate Culture containing chapters on "Culture and Compensation" and "Connecting Compensation, Behaviors, Culture, and Strategy to Win" by William M. Mercer consultants, "Rewarding Scarce Talent" by Patricia Zingheim, "Gaining a Competitive Edge by Improving the Return on Human Capital" by Peter LeBlanc, and "The Role of Work-Life Benefit in the Total Pay Strategy" covers issues that every compensation practitioner or human resources professional will grapple with in the forseeable future. Even the effect of technology and computers on compensation administration are handled in The Compensation Handbook. Information on global compensation strategies is relevant not only to practitioners by to anyone seeking employment on foreign soil or working for a foreign company. The Compensation Handbook is a winner.
Book Description
Employee stock options are one of the best tools to create a culture of ownership among workers. They can also give companies exceptional leverage to attract, retain, and motivate the most talented people in the field. But understanding and implementing a seamless, successful stock option plan can be difficult without the proper guidance.
Author and attorney Frederick D. Lipman describes in detail the legal, operational, and motivational aspects for developing a stock option program for your company, public or private, large or small. Inside, you will learn about incentive stock options, phantom stocks, and employee stock purchase plans, and discover how to:
• Determine which option plan is best for your company
• Establish a culture of ownership among your employees
• Motivate employees to achieve your exit strategy
• Anticipate the tax and accounting ramifications of stock options—for the company and employee
• Understand vesting, exercising, transferring, and repricing options
• And much more
Written for employer and employee alike, this complete book is your blueprint to building a meaningful wealth and value creation program for your most irreplaceable assets—your employees.
"A comprehensive, easy-to-understand guide that should be part of every entrepreneur's library. It demystifies one of the most important aspects of starting and running a company."
—
Shawn M. Marcell, Senior vice president of corporate finance, Bolton Capital Corporation and adjunct professor, the Wharton School of Business
"This book is a must-read for company owners who are interested in attracting and retaining key employees."
—
Morris Gocial, CPA, Gocial and Company, PC
Customer Reviews:
Misleading Title.......2001-08-13
I believe the title of this book should be "The Complete Guide to Exit Event Stock Options". The author makes his preference for Exit Event stock options clear early on, and throughout the book focuses his attention in that direction. For those of you who don't know, exit event options are stock options that only vest when a company is sold or completes it's IPO. This is a reasonable approach for companies that are likely to seen an exit event in 2-3 years, but not for a company just starting out.
Book Description
Drawing from nine of the leading compensation advisory firms in the country, Executive Compensation: The Professional's Guide to Current Issues and Practices is the first publication to bring together a number of the top practitioners and experts in the field to provide the information and insights needed to navigate within the new era of accountability and performance standards.
Book Description
This collection will help managers and human resource professionals weigh the pros and cons of different compensation plans and provide a framework for thinking about this important aspect of the war for talent. The articles discuss a variety of compensation-related issues such as: making salaries public, stock options, executive compensation, and incentive plans.
Average customer rating:
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Executive Compensation Answer Book, 6th Edition
Bruce B. Overton , and
Susan E. Stoffer
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The Complete Guide to Executive Compensation
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ASIN: 0735553505
Release Date: 2005-12-13 |
Product Description
This complete source for proven, practical, executive compensation solutions draws on the authority of the best in the business - Bruce Overton, whose wealth of experience includes responsibility for the Ernst & Young national compensation consulting practice, and Susan E. Stoffer, a partner in the Compensation, Benefits and ERISA Litigation practice group of Kilpatrick Stockton. In a straightforward question-and-answer format, this dependable source of guidance shows you how to: attract and retain top executive talent; create compensation plans that boost profitability, structure incentives for peak performance and strict compliance with regulations; keep up with regulatory, legal, and tax trends; design competitive executive compensation plans; monitor programs to boost the bottom line. You get quick, authoritative answers to more than 800 questions on the full range of compensation issues.
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An Introduction to Executive Compensation
Steven Balsam
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Executive Compensation: The Professional's Guide to Current Issues & Practices
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ASIN: 0120771268 |
Book Description
General readers have no idea why people should care about what executives are paid and why they are paid the way they are. That's the reason that The Wall Street Journal, Fortune, Forbes, and other popular and practitioner publications have regular coverage on them. This book not only proposes a reason--executives need incentives in order to maximize firm value (economists call this "agency theory")--it also describes the nature and design of executive compensation practices. Those incentives can take the form of benefits (salary, stock options), perquisites (reflecting the status of the executive within the organizational culture.
This book is important because it takes the elements of an executive compensation package apart, analyzing them in the contexts of both economic theory and corporate practice and then explains how, under varying conditions, one might construct a compensation package that optimizes an executive's and a corporation's performance.
Key Features
* Presents an objective analysis of current executive compensation practices
* Comprehensively reviews of academic literature and extant practice
* Explains and illustrates the various components of the compensation package
* Discusses the incentive, financial reporting, tax, political, equity, and firm value effects of those components
Product Description
Executive Compensation Report: Comprehensive Industry Sector Analysis, 2007 Edition by Aon Consulting's eComp Data Service delivers rich statistics to help you establish and defend your clients' compensation. Whether you're advising your clients on contract structure or defending their interests against shareholders' proposals, this unique reference will help you access the latest benchmarking data for senior managements' executive pay against peer companies and quickly define the overall industry context.
Each chapter begins with an industry sector description and overview, providing fast access to important information such as the number of companies within the industry, how they break down by revenue range, summary statistics for executive compensation, and representative samples of the SIC codes for companies whose filings were analyzed.
Executive Compensation Report provides one-of-a-kind summaries on:
Executive Compensation for 26 Key Industries
Data on Senior Levels - from CEO to CTO
Average, Mean, and Benchmark Percentile Statistics
Analysis of Cash Compensation, Stock Options, and Other Long-Term Incentives
Book Description
The company is under-performing, its share price is trailing, and the CEO gets...a multi-million-dollar raise. This story is familiar, for good reason: as this book clearly demonstrates, structural flaws in corporate governance have produced widespread distortions in executive pay. Pay without Performance presents a disconcerting portrait of managers' influence over their own pay--and of a governance system that must fundamentally change if firms are to be managed in the interest of shareholders.
Lucian Bebchuk and Jesse Fried demonstrate that corporate boards have persistently failed to negotiate at arm's length with the executives they are meant to oversee. They give a richly detailed account of how pay practices--from option plans to retirement benefits--have decoupled compensation from performance and have camouflaged both the amount and performance-insensitivity of pay. Executives' unwonted influence over their compensation has hurt shareholders by increasing pay levels and, even more importantly, by leading to practices that dilute and distort managers' incentives.
This book identifies basic problems with our current reliance on boards as guardians of shareholder interests. And the solution, the authors argue, is not merely to make these boards more independent of executives as recent reforms attempt to do. Rather, boards should also be made more dependent on shareholders by eliminating the arrangements that entrench directors and insulate them from their shareholders. A powerful critique of executive compensation and corporate governance, Pay without Performance points the way to restoring corporate integrity and improving corporate performance.
Customer Reviews:
Author an academic and not experienced in actual day to day compensation matters.......2007-09-24
Jesse Fried is a corporate compensation grandstander who seems to show up at every scandal (recently the backdating scandal). Unfortunately it is obvious he has no "real world" management experience!
On Mr. Frieds allegation that stock option expenses are "hidden" by CEOs, corporate types in order to increase their bonus targets:
- CEO compensation (bonus targets etc) are almost NEVER based on non cash expenses, such as stock options expenses. Bonus targets are typically cash flow based only (meaning it doesn't matter to CEO bonus targets if stock options expenses are high or not) and anyone writing a book on executive compensation should KNOW THIS!
On Mr. Frieds allegation that the only possible reason for stock option backdating (without expensing) is to HIDE expenses to the company, presumably to increase the mysterious "bonus targets" above:
- Stock option backdating is used to give a hiring bonus that is only redeemable in 4 years and only if the company continues to perform (reflected in the stock price). The "locked in" and vesting aspects of stock options backdating are the reason they are used, resulting in significant value to company that cash hiring bonuses do not provide. These are not used to hide expenses and anyone who had ever seen these used in a real world setting would know this.
In my opinion, Mr. Fried needs to hire a management consultant who has actually PERFORMED AS A MANAGER before he writes anymore assessments on the state of executive pay.
This Fascinating Read Will Leave You Thinking ..........2006-08-08
Other reviewers have made many excellent points. I'll try to avoid duplicating their comments here...
- This book is written by two law school professors. They carefully and precisely make their case. Even as they make their points, they consider possible counter-arguments, and then cite further evidence to answer these objections. They clearly and methodically make their case.
- They start from a somewhat unique set of premises.
--> Whereas many critiques of executive compensation approach the large amounts as an egregious breach of egalitarian values, the authors are indifferent about the size of exec compensation.
--> On the flip side, while many would excuse large compensation packages as necessary to obtain top talent in a tight market, the authors come from a perspective of "if shareholders, as the *owners* of the company, can pay a lot for exec talent, but not get good returns, what's wrong with the market for executive talent?" This book challenges long held assumptions price always equals quality when shopping for top management talent.
- For a book that cites hard economic facts as often as they do, it also does a great job of analyzing the human element of this market to provide insights that seem missing in public debate about executive pay.
- Even as someone who is an outsider both to corporate governance and executive compenation, I found this book accessible and an enjoyable read. As a shareholder of a number of companies, I intend to take opportunities to reform this clearly corrupt system.
Highly recommend this book for everyone who owns shares in a publicly traded company, or works for one.
Fantastic Resource on Corporate Culture Run Amok.......2006-06-20
Superb exposé on the appalling lack of ethical fortitude amongst our country's business elite--namely the chief executives, their officers, and sadly those given the responsibility for representing the shareholders' interests, the directors. The adage "no one looks after your money like you do" is well-remembered by the reader of "Pay without Performance."
Primarily due to a phenomenon know as "interlocking" executives cross-pollinate their respective boards with a surprisingly shallow gene pool leaving the ordinary shareholder hardly independently represented at all.
Bebchuk and Fried do well by illustrating the mockery known as "independent compensation committees" when these committees are typically hired under the corporation's own HR department usually by CEO referral. Tough to place credence in any recommendation so biased from the outset!
Now only two years after the publication of this book, and several studies cited therein, the SEC has launched a sweeping probe into options timing--in particular boards who allowed their executives to cherry-pick the grant dates of options to take advantage of inside information to profit at the expense of shareholders at large. Criminal, yet condoned by far too many corporate "leaders."
Ultimately the question arises--Is the solution for shareholders to vote via increased legislation or with their wallet by only investing in corporations fully aligned with their interests? The authors make an excellent case for instituting a performance-based compensation system as well as supporting the role of making directors truly independent and not pawns of the CEO. Fantastic resource on corporate culture run amok--the elusive 5 Stars!
Excellent. The authors deliver a strong performance........2005-05-09
This is an excellent book. The authors have done extensive research from both a legal and economic standpoint to support their hypothesis that companies with better Board governance, more accountable CEOs, better structured CEO compensation packages perform much better than the others. They show better operating performance resulting in superior shareholder value creation over the long term.
Their diagnostic of what ales executive compensations are so well grounded they have become common knowledge for any readers of the financial press over the past couple of decades. Compensation of CEOs and other top officers has become insane. The structure of equity compensation has become so tilted in the CEOs favor that as the authors indicate they really don't have to perform. If they perform poorly they make a boatload of money. If their performance is about average they make an astronomical amount of money. What kind of pay-for-performance is this?
Other reviewers have had surprisingly strong reactions to the authors' proposals to redress the effectiveness of executive compensation. I found that surprising given that the authors' proposals are not that radical to begin with. They boil down to restructuring equity compensation so they reflect targets and vesting periods that make economic sense and align the economic interest of the executive with the long-term interest of shareholders. Their proposals also entails a massive shift of power from entrenched Board members plagued with serious conflict of interest to the shareholders of the companies who are the ones bearing the full brunt of the equity risk. In the days of the Enron, Tyco International, Arthur Andersen recent scandals, I find the authors recommendations rather sound. I do think a shift from Board to shareholder power would do a good deal to restore the integrity of certain executives, the transparency and the quality of accounting and financial disclosure.
Thus, I really think you will enjoy and learn a lot from this book. In a similar fashion, if you want to educate yourself regarding how movie stars are paid, and why just like CEOs they may be grossly overpaid I strongly recommend the recently released book "The Big Picture" by Edward Jay Epstein. This is another fascinating point that touches on the sensitive topic of a privilege group that earns a staggering amount of money hardly justifiable on any grounds.
Great analysis; flawed reform proposals.......2004-12-25
I have been reading Pay Without Performance: The Unfulfilled Promise of Executive Compensation by (Harvard law professor) Lucian Bebchuk and (Boalt law prof) Jesse Fried. Bebchuk and Fried take issue with the standard academic account of executive compensation, which goes something like this: Executive compensation is a classic agency cost problem. Although CEOs and other executives are agents of the corporation and its shareholders, they have incentives to shirk. Indeed, they have incentives to behave opportunistically - i.e., to maximize their own wealth and perks at the expense of their shareholder principals. Accordingly, executive compensation schemes must be designed in ways that constrain shirking and opportunism; in other words, executive compensation schemes should strive to align executives' interests with those of the shareholders. In the literature, this usually leads to a recommendation of some sort of performance-based pay scheme, typically entailing the use of stock options.
Bebchuk and Fried do a good job of explaining why executive compensation schemes fail adequately to align managerial and shareholder interests. In brief, they make the very sensible point that managerial influence over the board of directors taints the process by which executive compensation is set. In other words, the system by which agency costs are to be checked is itself tainted by an agency cost problem.
I get off the boat, however, when it comes to the solution. Bebchuk and Fried want to displace the time-tested corporate governance system of director primacy with an untested new system based on shareholder primacy. As regular readers of my academic work know, this is anathema in my book. (I'm writing a review of their book for the Texas Law Review, which will focus on this point, and which should be available on www.ssrn.com in a month or two.)
Having said that, however, Bebchuk and Fried are to be praised for having written a book that makes highly technical doctrinal and economic analysis accessible to the educated lay reader, while not dumbing down some very sophisticated analysis. As a result, the book remains useful to the specialist as well. It is definitely a book that anyone interested in corporate governance and executive compensation ought to own.
Product Description
As of July 26, 2006, the SEC completed the most sweeping overhaul of executive compensation and related party transaction disclosure in fourteen years. Executive Compensation and Related-Party Disclosure: SEC Rules and Explanations provides timely and thorough explanations, implications and full text of these reforms. The revision puts in place a principles-based disclosure regime designed to give investors the information they need on executive compensation to make informed investment decisions and demystify any financial dealings between executives and their companies. The new rules also enhance and consolidate into one item director independence and related corporate governance disclosure requirements. The heart of the reforms is the new Summary Compensation Table and the new Compensation Discussion and Analysis. The Summary Compensation Table is the principal vehicle for executive compensation, showing the total compensation for each of the named executive officers. For the first time, SEC rules require that all elements of executive compensation must be disclosed and that a total individual compensation number be provided for the five named executive officers. Other tables will display post-retirement compensation and options exercises. The new Compensation Discussion and Analysis (CD&A) section is a narrative principles-based overview explaining material elements of the company's compensation for named executive officers. It provides a company with both an obligation and an opportunity to explain its compensation policies, focusing on the most important factors. It will be filed and thus subject to Sarbanes-Oxley certification. The SEC also mandated a new compensation committee report requiring the committee to state if it has reviewed and discussed the CD&A with management and recommended to the board that the CD&A be included in the annual report.
Average customer rating:
- STERN'S MANAGEMENT REVIEW - OUR HIGHEST RECOMMENDATION.
|
Executive Compensation
Manufacturer: BNA Books (Bureau of National Affairs)
ProductGroup: Book
Binding: Hardcover
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ASIN: 1570183066 |
Book Description
A focused, practical treatise that will help you advise your clients on how to negotiate and implement complete, flexible executive compensation packages. Comprehensive, flexible compensation packages are critical to attract—and retain—top executives. Executive Compensation provides the resource information you need to advise your clients on crafting an agreement that contains all the right compensation elements— employment, severance and golden parachute provisions, annual and long-term incentive plans, deferred compensation and executive benefits (including financing, funding, and security), and perquisites. What's more, this treatise will help you litigate or mediate effective settlements for your clients if disputes arise. The authors guide you through a series of logical steps to ensure that your clients' executive compensation packages not only are complete at the time of implementation, but also have built-in flexibility to adjust to changing circumstances. Executive Compensation offers you guidance on: Basic elements. Assist your clients in negotiating the right executive compensation package. Help them design incentive and equity-based plans—including consideration of accounting and valuation issues—and nonqualified benefit programs. Advise clients on providing for financing of nonqualified plans, including life insurance benefits.
Entities requiring special considerations. Be prepared to provide comprehensive advice when your client goes through a merger or acquisition. Understand the special considerations unique to tax-exempt employers; companies using expatriate employees in their international operations; and private, closely held and new-economy companies. Arbitration, settlement, and litigation. When problems arise, turn to Executive Compensation for explanations of various approaches to a satisfactory resolution. You'll also find special techniques for representing the company that is hiring or terminating an executive—or for representing the executive on the other side of the table.
No other resource offers the same level of in-depth analysis of all the factors to consider in designing and maintaining an effective executive compensation package. You get practical guidance on how to establish a clear and logical interrelationship among all the elements of the package.
Customer Reviews:
STERN'S MANAGEMENT REVIEW - OUR HIGHEST RECOMMENDATION........2003-07-14
This one-volume in-depth reference covers: a perspective on executive compensation; negotiating employment contracts; annual incentive plan design; using equity; nonqualified deferred plans; life insurance; perquisites; mergers and acquisitions; tax exempt employers; special issues for start-up companies; settlement, arbitration and litigation; and much more. The work is detailed and very comprehensive. Includes a special section on parachute agreements, example forms, citations and table of cases, and a detailed subject index. Highly useful for addressing major and technical issues. Our highest recommendation.
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