MANAGING TALENT: How Wal-Mart IS Setting Pay at the Top…and Bottom Monique Drawhorn Kaplan University MT203: Human Resources Management – 02 Maria Minor December 29, 2015 Introduction The compensation companies offer their CEO is far grater then the wages paid to the average employee. Wal-Mart is no different in that aspect. There are a wide variety of performance incentives a company can offer to its employees and higher echalons of the organization. The Human Resources
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established guidelines for setting the pay for employees ranging from their CEO to the store-level employees. Those guidelines however, vary widely when determining incentives for the different employees. CEO Compensation Mike Duke is the Chief Executive Officer for Walmart Stores and is highly paid due to his many responsibilities. Duke’s pay consists of a base salary of $1.3 million, stock awards worth $13.1 million, and a cash bonus of $2.9 million. Duke’s incentive pay is determined by the overall performance
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corporations, but there are serious flaws in how they have been implemented, particularly for executives. In this paper, we are going to discuss the incentives of four different CEO from Pharmaceutical Industry. Pfizer Merck & Co Bristol-Myers Squibb Vertex 2012 Revenue $59B $47B $21B $1.5B 2011 Revenue $65B $48B $19B $1.0B CEO Read Frazier Andreotti Leiden Base $1.75M $1.5M $1.6M $1.0M Annual Incentive $3.4M $2.5M $3.8M $2.1M Annual LT Incentive (Stock and Stock Options) $12.9M $7.1M $10.9M $2
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business document to outline the salary of the CEO, and also included recommendations for a solution to the issue he presented. In the business document the issue is prescriptive as it describes what it wrong with the company while offering ways in which it can be fixed (Browne & Keeley, 2007, p.17). While PDQ has plateaued and even decreased in earnings the CEO’s salary has consistently increased. This is an issue for the company because they are paying their CEO an enormous amount annually while failing
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DETERMINANTS OF CEO COMPENSATION: EVIDENCE FROM MALAYSIAN BANKING INDUSTRY CHONG KOK CHIEK (AC082799) MUHAMMAD AZWAN BIN MOHD ARIFFIN (AC082868) SITI SUHANNA BINTI ABDUL GHANI (AC083010) BACHELOR OF ACCOUNTING (HONS.) COLLEGE OF BUSINESS MANAGEMENT AND ACCOUNTING UNIVERSITI TENAGA NASIONAL 2012 DECLARATION We hereby declare that this project is our original work except for quotations and citations which have been duly acknowledged and that it has not been previously and/or concurrently
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How Wal-Mart is Setting Pay at the Top…and Bottom Introduction Jessika Griffin Kaplan University MT203: Human Resource Management Prof: Andrew Toussaint May 12, 2015 How Wal-Mart is Setting Pay at the Top…and Bottom Introduction Mike Duke had a huge job, which was the CEO of Wal-Mart, which is a highly competitive retail industry. Wal-Mart operates more than 10,000 stores in over a dozen countries, which generates sale too approximately, in the billion dollars frame. Mike Duke,
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financial statements, and the performance of their company. To assure the accuracy of a publicly traded company’s financial status reporting, an additional requirement of an outside industry experienced auditing firm is needed, as well as performance based pay contracts for publically traded companies’ officers. The goal is simple, change the mindset of CEO’s, boards of directors (BOD’s), and shareholders by teaching them the fundamentals of business ethics. To obtain our goal, we must first have a basic
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times in my experience has been a lengthy discussion which resulted in numerous steps in the process. The model used by Browne and Keeley, is a different approach than what I was familiar with, however, it was quite unique when applying it to the PDQ CEO compensation evaluation. The PDQ scenario was very unique, because there was some background information provided which helped to frame the case of the writer. Without knowing the background information and why the task was being assigned, it would
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| |Executive pay should be regulated to prevent executives paying themselves too much. | | | Table of Contents 1. Introduction 3 2. Case of Bank of America CEO Compensation 3 3. Arguments on Steep Executive Compensation 4 4. Conclusion
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SPO: 8 2.3. Job Description of Store keeper: 9 2.4. Job Description of Accountants Manager: 10 2.5. Proposed Job Description of Accounts Manager: 11 2.6. Job Description of Director Sales & Finance: 12 2.7. Job Description of CEO 13 3. Recruitment and Selection Policy: 16 3.1 Recruiting phase: 16 3.1.1. Employee referrals/recommendations: 16 3.1.2. External searches: 16 3.2. Selection phase: 17 3.2.1. Initial screening: 17 3.2.2. Completed
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