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Unit-5
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
 Identify synergies across the organization: processes
  should contribute in the financial development of the
  organization

 Companies trend towards the pay for performance
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.
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.
 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.
 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.
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   .
   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

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Crm 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