Search for tag 'remuneration'

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  1. Business Watcher - Xavier Baeten on pay for performance

    What is pay for performance?

    In this Business Watcher video, Vlerick's expert in Reward Management Xavier Baeten explains what pay for performance means and what elements are important for an effective 'pay for performance' strategy.

  2. Performance-based pay

    2 in 3 Flemish employees in favour of pay increases based on their performance

    Flemish employees are only moderately satisfied with their pay. Mobility budget can be a crucial element in increasing their satisfaction. Moreover, Flemish employees have also proven to be in favour of determining their increases in fixed pay by their individual performance. Vlerick Business School and vacature.com came to this conclusion following a survey of 3,622 salaried Flemish employees.

  3. Executive remuneration

    Belgian CEOs earn 35% less than German CEOs

    Belgian senior managers do not earn less than their colleagues in the Netherlands, France, Sweden and Switzerland. However there is a significant difference of up to 40% in comparison to the salaries of CEOs from companies in Germany and the United Kingdom. Moreover, the current remuneration practices fail to sufficiently encourage business leaders to pay attention to environmental matters and to the long-term creation of shareholder value. These are the key conclusions of the annual study of top salaries by Vlerick Business School’s Executive Remuneration Research Centre.

  4. Hudson

    “A very stimulating collaboration”

    “By now, we know each other well and know what we can do together. However, we are also just grateful that we can continue our work in this way.” Hudson and Vlerick’s collaboration has already lasted nearly 20 years. Following their renewed Chair Partnership, we spoke to Xavier Baeten, Professor of Reward & Sustainability, and Dirk Buyens and Koen Dewettinck, both HRM Professors at Vlerick.

  5. Future House of Rewards

    Link between salary and seniority should be time-limited

    The wage pressure in Belgium, i.e. the salary tension between younger and older employees, is one of the highest in Europe. On average, 55-year-old employees earn 45% more than their 30-year-old colleagues doing the same job. Furthermore, we are living longer so our working lives are also longer. Consequently, a new wage structure is required, based on a mix of experience, performance and flexible rewards. That is what Professor Xavier Baeten, researcher Saïd Loyens (Vlerick Business School) and Bert De Greve (Hudson) propose in a white paper that offers a fresh perspective on the future house of rewards.

  6. Executive Remuneration

    The best performing companies pay their CEOs relatively less

    Between 2014 and 2016, over 70% of the CEOs of Bel 20 and Bel Mid companies received a salary increase compared to a mere 46% in the smaller listed companies. The increase was the largest in the Bel 20 companies and was mainly due to variable remuneration. When the actual market data, the size, sector and profitability are taken into account, the German and English CEOs are overpaid. In stark contrast to that is the conclusion that CEOs in the best performing companies are paid relatively less and that the so-called pay ratio (the ratio of the remuneration for the CEO and the average employee) is also considerably lower in these companies.

  7. 4 myths about employee engagement

    In the recent years of economic crisis and the growing rate of burn-out, employee engagement has become a hot topic in the minds of people managers. High levels of employee engagement have been linked to several positive outcomes, such as lower absenteeism, improved performance, proactive and innovative employee behaviour, and financial profit. Considering the many benefits of employee engagement, the question as to how it can be enhanced is of great interest to people managers and organisations as a whole. Unfortunately, people hold various misunderstandings about which initiatives can increase this engagement. We’ve tried to clear up 4 myths to help you engage your employees.

  8. Belgian, Dutch and Swedish CEOs earn less than their German, French and British colleagues

    The two key factors that determine the remuneration allocated to CEOs are the country in which his or her company is located and its size. The CEOs of listed companies in the UK and Germany earn the most, while Belgian, Dutch and Swedish CEOs receive relatively less. The composition of the remuneration packages allocated is also prone to significant differences: the variable portion is relatively high in Germany, the Netherlands and particularly in the UK; in Belgium, France and Sweden this is significantly lower. Additionally, this study revealed that those companies that perform best do not necessarily pay their CEOs a higher salary; they make more frequent use of share-related remuneration.

  9. Half of all Belgian employees do not know how much supplementary pension they receive

    Although the importance of a supplementary pension has gradually become widely understood, the amount of the annual employer contribution is greatly overestimated. More than one employee in two (54%) has no idea what contribution their employer pays into this so-called second pillar. More and clearer communication becomes in this way an important attention point. This communication employees want above all digitally and via a single central platform. This is the lesson of a survey by Vlerick Business School and AG Insurance.

  10. Employers want to make better use of strategic potential of group and hospitalisation insurance plans

    Fringe benefits are becoming increasingly commonplace in the labour market. But employers still see ample opportunities for leveraging this popularity in their HR policy by means of better communication, especially as regards the package of supplementary pension and health care plans. More and more employers also want to be able to arrange these types of fringe benefits more flexibly in the future. These are the main conclusions from a study that AG Insurance carried out in cooperation with Vlerick Business School in which more than 100 Belgian employers participated .

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