<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>SPIA Official Blog - Coaching Business Professionals since 1971 &#187; Compensation</title>
	<atom:link href="http://blog.spiainc.com/category/hr/compensation/feed" rel="self" type="application/rss+xml" />
	<link>http://blog.spiainc.com</link>
	<description>Real Results You Can Trust</description>
	<lastBuildDate>Wed, 04 Jan 2012 22:36:10 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.2.1</generator>
<xhtml:meta xmlns:xhtml="http://www.w3.org/1999/xhtml" name="robots" content="noindex" />
		<item>
		<title>The 1/3-1/3-1/3 Rule for Professional Firms &#8211; Is the Rule correct for all Professional Service Firms?</title>
		<link>http://blog.spiainc.com/sales/the-13-13-13-rule-for-professional-firms-is-the-rule-correct-for-all-professional-service-firms/</link>
		<comments>http://blog.spiainc.com/sales/the-13-13-13-rule-for-professional-firms-is-the-rule-correct-for-all-professional-service-firms/#comments</comments>
		<pubDate>Tue, 17 May 2011 17:40:26 +0000</pubDate>
		<dc:creator>Craig Stimmel</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Cost Control]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Professional Service Firm]]></category>
		<category><![CDATA[sales]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Incentives]]></category>
		<category><![CDATA[Rain Making]]></category>

		<guid isPermaLink="false">http://blog.spiainc.com/?p=372</guid>
		<description><![CDATA[The 1/3-1/3-1/3 rule is defined as a formula that is used by many professional service firms – legal, accounting, etc. to give structure and incentive opportunities for their professional staff.

For many companies in the field of management consulting, the reward system mimics this well established and proven compensation program.

Beyond what happens within the management consulting firm is what firms do when outsiders – affiliates or sales professionals bring in new business.  In my research on this topic, compensation varies from a straight “finder’s fee/commission” to a percentage of the project on a on-going basis.  Inbetween is any number of permutations and combinations.

S]]></description>
		<wfw:commentRss>http://blog.spiainc.com/sales/the-13-13-13-rule-for-professional-firms-is-the-rule-correct-for-all-professional-service-firms//feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Encouraging Productivity Through Compensation Incentives</title>
		<link>http://blog.spiainc.com/business/compensation/</link>
		<comments>http://blog.spiainc.com/business/compensation/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 16:56:37 +0000</pubDate>
		<dc:creator>kmburnham</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[Compensation]]></category>

		<guid isPermaLink="false">http://blog.spiainc.com/?p=292</guid>
		<description><![CDATA[Savvy companies understand this and recognize that developing a sound program that motivates an employee to do what is in their best interest to do is one of the major reasons why large companies get bigger.  And it might be a reason why small companies stay that way - small.  They may not fully grasp the "how" and the "why."

One key component to this is a well-written job description.

Goals and expectations need to be carefully laid out so that an individual or category of employee can understand how they can increase their compensation package – whether through commissions, bonuses or other incentives.]]></description>
		<wfw:commentRss>http://blog.spiainc.com/business/compensation//feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Why new reps don’t last…  And it might not be their fault…</title>
		<link>http://blog.spiainc.com/sales/why-new-reps-don%e2%80%99t-last%e2%80%a6-and-it-might-not-be-their-fault%e2%80%a6/</link>
		<comments>http://blog.spiainc.com/sales/why-new-reps-don%e2%80%99t-last%e2%80%a6-and-it-might-not-be-their-fault%e2%80%a6/#comments</comments>
		<pubDate>Thu, 18 Feb 2010 18:29:51 +0000</pubDate>
		<dc:creator>Craig Stimmel</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[sales]]></category>
		<category><![CDATA[Sales Management]]></category>
		<category><![CDATA[Business]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://blog.spiainc.com/?p=200</guid>
		<description><![CDATA[It’s pretty hard to dispute the fact that many salespeople end up in their career path haphazardly.  Maybe the individual did not like the daily tasks and routine of back office positions, maybe he or she knew a company’s product well from working there for years and slipped into a sales role, or maybe they were told – you have a great personality, you should be in sales and they tried it.]]></description>
		<wfw:commentRss>http://blog.spiainc.com/sales/why-new-reps-don%e2%80%99t-last%e2%80%a6-and-it-might-not-be-their-fault%e2%80%a6//feed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Making A Bad Decision Now Is More Costly</title>
		<link>http://blog.spiainc.com/business/wrong-decision-costly/</link>
		<comments>http://blog.spiainc.com/business/wrong-decision-costly/#comments</comments>
		<pubDate>Wed, 03 Feb 2010 21:01:02 +0000</pubDate>
		<dc:creator>Jeanne Colachico</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Finance]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[Legal]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[1099 Employees vs. W2 Employees]]></category>
		<category><![CDATA[Business Appraisals. Finance]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://blog.spiainc.com/?p=175</guid>
		<description><![CDATA[For many employers, the choice to hire an employee or an independent contractor had become one of convenience.  It’s cheaper and easier to hire independent contractors.  They don’t get medical or other employee benefits; they don’t get overtime and aren’t subject to minimum wage restrictions; the employer doesn’t withhold taxes, provide worker’s compensation or contribute to unemployment compensation and they help moderate the impact of peaks in work-flow.]]></description>
		<wfw:commentRss>http://blog.spiainc.com/business/wrong-decision-costly//feed</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
	</channel>
</rss>

