Crm unit 5
Download as PPT, PDF0 likes191 views
This document discusses several topics related to compensation and human resources management. It first discusses new trends in customer relationship management (CRM), including getting senior management buy-in, focusing on data quality, and identifying synergies across the organization. Next, it defines human capital as the stock of competencies and knowledge that allow people to perform labor and produce economic value. It then discusses factors like internal equity, external equity, and individual equity that organizations consider when establishing pay structures. Finally, it examines executive compensation, noting the dramatic rise in executive pay relative to average workers and differing views on whether this is beneficial or socially harmful.
![ Over the past three decades, executive pay has risen
dramatically relative to that of an average worker's wage in the
United States,[2] and to a lesser extent in some other countries.
Observers differ as to whether this rise is a natural and
beneficial result of competition for scarce business talent that
can add greatly to stockholder value in large companies, or a
socially harmful phenomenon brought about by social and
political changes that have given executives greater control
over their own pay](https://image.slidesharecdn.com/crmunit5-121129124233-phpapp01/85/Crm-unit-5-9-320.jpg)
Crm unit 5
- 1. Unit-5
- 2. New trends in CRM Do due diligence: use of the best practices Get senior management buy in Focus on data quality from the onset: need to focus on data quality and validation of information
- 3. Identify synergies across the organization: processes should contribute in the financial development of the organization Companies trend towards the pay for performance
- 4. Concept of human capital Human capital is the stock of competencies, knowledge , social and personality attributes, including creativity, embodied in the ability to perform labor so as to produce economic value. It is an aggregate economic view of the human being acting within economies, which is an attempt to capture the social, biological, cultural and psychological complexity as they interact in explicit and/or economic transactions.
- 5. Determinants of intra and inter industry differentials in compensation Once job analysis has been done organizations need to decide upon the pay structures. Pay structure refers to the process of setting up the pay for a job in an organization. The process deals with internal and external analysis to estimate the compensation package for a job profile. Internal equity, External equity and Individual equity are the most popular pay structures.
- 6. Internal Equity The internal equity method undertakes the job position in the organizational hierarchy. The process aims at balancing the compensation provided to a job profile in comparison to the compensation provided to its senior and junior level in the hierarchy. The fairness is ensured using job ranking, job classification, level of management, level of status and factor comparison.
- 7. External Equity Here the market pricing analysis is done. Organizations formulate their compensation strategies by assessing the competitors’ or industry standards. Organizations set the compensation packages of their employees aligned with the prevailing compensation packages in the market. This entails for fair treatment to the employees. At times organizations offer higher compensation packages to attract and retain the best talent in their organizations.
- 8. Designing compensation for chief executives & senior managers and knowledge workers Executive pay (also executive compensation), is financial compensation received by an officer of a firm. It is typically a mixture of salary, bonuses, shares of and/or call options on the company stock, benefits, and perquisites, ideally configured to take into account government regulations, tax law, the desires of the organization and the executive, and rewards for performance .
- 9. Over the past three decades, executive pay has risen dramatically relative to that of an average worker's wage in the United States,[2] and to a lesser extent in some other countries. Observers differ as to whether this rise is a natural and beneficial result of competition for scarce business talent that can add greatly to stockholder value in large companies, or a socially harmful phenomenon brought about by social and political changes that have given executives greater control over their own pay