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Compensation Strategy - Sephora

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Executive Summary After being founded in 1969 in France, Sephora was expanded internationally and opened its first store in Toronto, Canada in 2004. Sephora is a leader in providing customers with a variety of high-quality beauty and wellness products and well-known brands. Sephora has a human relations managerial strategy that focuses on teamwork and company loyalty. Using a combination of base pay, indirect pay and team-based performance pay, Sephora’s compensation strategy aligns well with its chosen managerial strategy. Sephora also has a clear understanding of the different structural and contextual variables and how they must align with their managerial strategy. They take care to ensure that these variables are linked with their human relations strategy. By doing so, Sephora is also able to understand its own needs as well as what behaviours, and mix of compensation to generate these behaviours, is required to achieve its goals. In order to produce the behaviour that is necessary to achieve an organization’s goals, the company needs to be aware of the rewards they are offering their employees and whether the employees find these rewards motivational. Sephora, a leader in compensation in their industry, understands what type of rewards encourages their cast members to produce results, and ensures that these rewards are communicated and visible to the workers. While having a successful team-based reward program, Sephora needs to look at improving its individual rewards. By looking at Sephora’s compensation strategy through the compensation strategy formulation process, it is also evident that the strategy they have in place is appropriate and serving them well.

About Sephora and Their Compensation Strategy & System
Sephora was founded in France in 1969 and acquired by Paris-based LVMH Moët Hennessy Louis Vuitton which is the world's leading

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