Short-term incentives are the most prevalent type of compensation after salary. Their popularity stems from their versatility and short performance cycles with frequent checks and adjustments, lending STI bonus to be one of the more agile-friendly incentives.
In the past, compensation management used to be rather straightforward. HR departments found new hires quite easily, employees tended to stay at a company for a while, and an annual compensation review was enough to keep both sides satisfied. But the days of 2% raises and ad hoc compensation planning are over.
The executive compensation package has an undeniable impact on companies. A well-designed executive compensation plan can positively affect the achievement of the organization's strategic goals, ultimately driving the firm's success. A bad one may result in misalignment, short-sightedness, loss of talent and profits, effectively running the business to the ground.
The difficult times are not over yet, at least for businesses. First, companies that survived the Covid-19 pandemic, lost revenue. Then the wave of massive quits informally labeled the Great Resignation has left many grappling with employee attrition. As firms struggle to find new employees for unfilled positions while keeping the remaining employees satisfied, rising inflation is now another element they need to deal with. And that’s especially difficult since the other problems did not go away.
Let's start by saying the obvious: Robotic Process Automation significantly improves efficiency in the logistics industry and supply chains. Both are critical for the global markets, so the robotization case has its weight. More so, software robots influence the evolution of modern commodity trading and RPA technology itself.
Despite the fact that the last five years have challenged the global markets to deal with such unexpected events as the Covid-19 pandemic, the war in Ukraine, the Great Resignation, and not to mention tax and accounting law reforms across the US and the EU, turning the operational strategies of most companies upside down, the performance-based long-term incentive grant prevalence has never been more stable.
