US EditionFrom Pay for Performance to Pay for Impact - Business Manager
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From Pay for Performance to Pay for Impact - Business Manager
For a long time, the world of employee compensation and rewards has remained fairly simple. There was goal setting done at the start, managers will give feedback to the employees; the frequency could be quarterly, half-yearly, or annually. The rating given with the feedback will be used to generate the final increment for the employees. All the innovations were done within the boundary of this system. Some companies abolished the bell curve, at …
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