Market Areas > Human Resources > Sales Comp

Designing Sales Compensation Plans that Motivate and Get Results   

Course Description:

Is your sales compensation plan competitive enough to attract top quality candidates?  Does it motivate your employees to produce stellar results? Does it support your business objectives?

If you can’t answer yes to these questions, it’s time to take a good hard look at your sales compensation plan.

With so many options to consider; base salary, incentive earnings, bonuses, profit sharing, non-cash rewards, stock options, benefits, variable pay and more; and the challenges involved with determining the proper payout — it’s no wonder sales compensation plans are often ineffective and frequently redesigned on an annual basis.   

Join CCM and our expert faculty for key strategies and best practice techniques to create and deploy a compensation plan and process that both motivates and gets results.  In this 75 minute session, you’ll learn how to:

• Indentify and incorporate the key elements of an effective sales compensation plan in your plan
• Develop a plan that will help drive the business and motivate employees
• Align employee goals and rewards with the achievement of the organization’s goals and strategic objectives
• Measure the success of your compensation plan and determine whether you’re getting a reasonable return on your investment
• Employ best practices and avoid common pitfalls when developing your plan
• Utilize tools and services for plan management and evaluation
  

Featured Faculty:

Dan Kleinman, Independent Consultant, Dan Kleinmen Consulting

For the last 16 years, Dan Kleinman has been an independent consultant for a broad spectrum of regional, national and international companies, providing performance, organizational planning, and reward-system design services that establish a direct link between strategy, organizational cultural, and performance with an effective reward system.  Although  Kleinman specializes in supporting small to mid-sized organizations, his clients have included: Apple Computer, AT&T Wireless, Bare Escentuals, Blue Shield of California, Cisco Systems, Clif Bar, Kaiser Permanente, Landor, Levi Strauss & Co., Logistics, McKesson, Planters, Sephora, UCSF, VISA and DFS.

Prior to consulting, he spent twenty years in the financial and telecommunication industries.  He managed compensation and benefits departments for subsidiaries of Pacific Bell (now part of AT&T).  As manager of Wells Fargo’s compensation department, he designed the bank’s initial company-wide variable pay programs. 

Dan managed Wells’ Employment, Training, Executive Development and Staff Analysis Group.  While there, he was one of only two human resource executives to participate in the company’s first major acquisition planning for Crocker Bank, the largest in banking at the time.  He was chosen to help form one of the bank’s major divisions and to manage its human resource department as the division grew from 600 to 5,000 employees.

His last corporate assignment was as Vice president and Manager of compensation, benefits, human resources information systems, and payroll for Charles Schwab during a time of significant growth, profitability, and change for the company.

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

Pricing:

Unable to Attend?  Order the CD!
Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

HRCI - Receive 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

Each CCM event presents a variety of information and is presented for each organization to develop its own approach and methodology.