Paul Lui, Executive Chairman of the Division of Private Client Services (CSDP), had the difficult task of designing a new system of performance pay for financial advisers wealth management division of a financial services company intermediate This has limited compared to their larger competitors resources. Paul had many goals in mind when designing the new pay for performance system: to encourage financial advisers to stay running and Excel; attract new consultants to fill vacancies, and to generate new trade deal with scarcity? PART labor and significant competition from large companies. As the plan of the CSDP current compensation compares to the competition? How could I change the CSDP compensation plan given limited resources faced as midrange financial services firm? Beyond compensation plans change, what Paul could do to recruit new and experienced consultants, top producers to exit stop, and in general, improve morale CSDP
by
Suneel C. APDU
Source: Case Research Association of North America (NACRA)
21 pages.
Release Date: November 1, 2012. Prod #: NA0172-PDF-ENG
premiums for private issue financial advisors Solution Customer Services Division
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