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Manage Corporate Risk With Clawbacks

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anandvy
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Re : Manage Corporate Risk With Clawbacks
anandvy   11/21/2013 2:09:30 AM
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Bonuses should be given with a set of company policies to satisfy. The true potential of an employee can be had when the employee is under limited pressure of completing a task to meet his bonus. This way one can ensure employees stay focused while delivering their best. These bonuses may not always be in the form of cash. "Do this properly and win a trip for two in the Bahamas for 5 days." While this may not always be the case, but employees in search of bonus will always try to give the best task.

Hailey Lynne McKeefry
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Re: Mananging risks with Clawbacks
Hailey Lynne McKeefry   11/16/2013 12:45:45 AM
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@SP, i suspect that there are huge differences depending on where you are in the world. Thanks for the reminder.

SP
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Re: Mananging risks with Clawbacks
SP   11/14/2013 8:13:17 AM
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@Hailey, I was talking with reference to Indian IT industry and especially small organizations where HR deals with engineers at many steps after inducting into the organization and they hardly route through respective managers. Mostly its influencing their performance appraisals, making the exits really ugly and so on...

t.alex
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Re: HR policies
t.alex   11/14/2013 12:54:43 AM
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Hailey, that makes a lot of sense too. I saw people who took in big bonus because they save a lot of purchasing costs for the company. However, there are always hidden costs somewhere else that only shown up at latter stages.

Jacob
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Re: Mananging risks with Clawbacks
Jacob   11/13/2013 12:20:50 AM
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"i think that this could be hard for employees, if it is applied capriciously."

Hailey, yes you are right. Nobody wants any grading, if it's not beneficial for them and in general most of the employees are against of including too many parameters and stinging measures for denying their benefits/perks

pocharle
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Re: HR policies
pocharle   11/12/2013 8:22:41 PM
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High risk = high reward (if it works in your favor)

It's a double-edged sword

Hailey Lynne McKeefry
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Re: Mananging risks with Clawbacks
Hailey Lynne McKeefry   11/12/2013 2:17:57 PM
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@Jacob, i think that this could be hard for employees, if it is appled capriciously. However, I would imagine that this clawback would be in the face of egregious misconduct not as a common thing. That way it would fall into the category of "shock and awe". Certainly if it was applied for the slightest thing it would be bad for employee morale.

Hailey Lynne McKeefry
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Re: If I remember
Hailey Lynne McKeefry   11/12/2013 2:16:08 PM
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@Rich, but once Scrooge was a nice guy, he wasn't Scrooge anymore. He was just Ebenezer. :)

Hailey Lynne McKeefry
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Re: Mananging risks with Clawbacks
Hailey Lynne McKeefry   11/12/2013 2:15:29 PM
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@SP, that's really interesting. Why do you think HR would have a particular bias against tech people? I could see sales or some other high profile (in terms of making money) part of the organization but this one is hard for me to imagine.

Hailey Lynne McKeefry
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Re: HR policies
Hailey Lynne McKeefry   11/12/2013 2:13:50 PM
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@t.alex, I could see that as a good example, but it seems very appropos to the supply chain to. As an example, purchasing professionals who go with a risky vendor to show bigger savings. People are always a big risk--and if you can make poeple think twice, it's bound to help the organization, whatever kind of business.

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