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Internal and external equity compensation plan 4

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Internal and External Equity Compensation Plan 4 condition, the organization still has to abide by its compensation package (Mathis & Jackson, 2008). Both types of compensation plans help to support an organization’s objectives, because in analyzing the compensation plans and tailoring them to either the organization and/or market, companies are trying to ensure that they attract and retain good employees. A company will be well served to choose the type of compensation plan best fit to their place in the market. References
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Internal and External Equity Compensation Plan 5 Armstrong, M. (2007). A handbook of employee reward management and practice. Kogan Page Publishers Heneman, R.L. (2002). Strategic reward management: design, implementation, and evaluation. Lederer, J.L & Weinberg, C.R. (1995). Equity-based pay: the compensation paradigm for the re- engineered corporation. The Chief Executive. Retrieved April 4, 2012, from http://findarticles.com/p/articles/mi_m4070/is_n102/ai_17015394/ Mathis, R.L & Jackson, J.H. (2008). Human resource management (12th ed.). USA: Cengage Learning. Romanoff, K. et al (2012). Pay Equity: Internal and external considerations Retrieved April 4, 2012, from theperfectpayplan.typepad.com/Pay_Equity_Article.pdf Vivient Consulting, (2005) What other executives earn affects CEO comp at Pier 1, Rent-A- Center BASE and BONUS Newsletter. Retrieved April 4, 2012 from http://www.vivient.com/graphics/Base_and_Bonus_June_2005.pdf
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