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“The empires of the future are the empires of the mind.„

Winston Churchill

ESOP

Concept Briefing:

Employee Stock Option Program or Employee stock ownership program - ESOP is an employee incentive program which grants stock options for the company's own stock, often to upper-level employees. An employee stock option is identical to a call option on the company's stock, with some extra restrictions. An ESOP normally specifies: The number of options granted to the employee
  • The options' exercise price
  • The options' expiration date
  • The options' vesting schedule, specifying when options may first be exercised
  • A list of restrictions on what can and can't be done with the options



    Need more information on ESOP?

    Continue reading 13.02.2007. 22:18

    Employee Lift Out

    Concept Briefing:

    Employee Lift Out or Team Lift Out is an employment practice which entails hiring a high-performance team of people from the same company, usually a competitor. Because the group of people lifted out have worked well together, they can quickly come up to speed in a new environment. A more conventional strategy is to hire star performers individually, but it is often difficult for stars to work together effectively once they are separated from the conditions and resources that made them successful in previous environments. As a side benefit, lift outs often inflict financial and competitive damage on competititors.



    Need more information on Employee Lift Out?

    Continue reading 13.02.2007. 18:57

    Succession Planning

    A process for identifying and developing internal people with the potential to fill key, often top, positions in the organization. Succession planning is based on a belief that top talent in the organization must be managed for the greater good of the enterprise. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Effective succession or talent-pool management concerns itself with building a series of feeder groups up and down the entire leadership pipeline or progression.

    Succession planning practice usually involves the followings:
    • Identify those with the potential to assume greater responsibility in the organization
    • Provide critical development experiences to those that can move into key roles
    • Engage the leadership in supporting the development of high-potential leaders
    • Build a data base that can be used to make better staffing decisions for key jobs
    • Improve commitment and retention


    Need more information on Succession Planning?

    30.05.2011. 03:58

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