BILLABONG INTERNATIONAL LIMITED ABN 17 084 923 946 FULL FINANCIAL REPORT Corporate DireCtory DIRECTORS Ted Kunkel Non-Executive Chairman Derek O’Neill Chief Executive Officer Tony Froggatt Non-Executive Director Margaret Jackson AC Non-Executive Director Allan McDonald Non-Executive Director Gordon Merchant AM Non-Executive Director Paul Naude Executive Director Colette Paull Non-Executive Director PRINCIPAL AND REGISTERED OFFICE SOLICITORS Allens Arthur Robinson: Level 28‚ Deutsche
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An employer of choice Rewarding employees Performance-driven remuneration system We are committed to rewarding our employees with compensation and benefit programmes that are competitive in the marketplace. The cornerstone of our rewards programme is our Global Salary Management System which is used as a basis to set the value of employees’ positions and salaries in a market-driven and performance-oriented way. In addition to a fixed base salary‚ we also offer our employees various variable
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by the right principles‚ but complex bonus schemes are less sensitive to actual performance. Long-term incentive plans (LTIPs) don’t fare any better. There is evidence that their design is easily and regularly manipulated6 and that they handsomely reward average performance7. Executive share options (ESOs) might be expected to avoid all these problems. After all‚ they are surely very directly linked to the performance of CEOs and their top teams. Here‚ a different problem and interesting irony crops
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’document of title’ to the cargo i.e. proof of ownership; and (3) provides evidence of terms and conditions of the contract of carriage of cargo by sea. Brokerage - the remuneration for brokers’ time and effort in negotiating the Charter Party (qv); expressed as a % of freight or hire payment received by shipowner. Brokerage - the remuneration for brokers’ time and effort in negotiating the Charter Party (qv); expressed as a % of freight or hire payment received by shipowner. Bunkers - term for fuel used
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Kazakpayev Maxat Motivation Motivation - is the process encouraging people to work. There are many different aspects of the theory of motivation‚ and they are: 1. Historically‚ the early views on motivation to work‚ such as the policy of "carrot and stick". The adherents of this view think that man is by nature lazy‚ sly‚ selfish‚ wants to give less and get more‚ hence there is a need to constantly force him to work and systematically encouraged to achieve high results. 2. Content theories
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to recognise and reward the successful implementation of new ideas made by employees; consider providing employees with flexibility in terms of structuring their remuneration packages and negotiating flexible working arrangements; putting in place performance systems that recognise and reward team performance adequately and consistently; putting in place measures to monitor the evaluation and tracking of poor performers within De Beers and regularly benchmark the reward system with ii
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Question : “Human Resource (employees) is the most important asset of an organization.” Introduction Traditionally‚ human resource focused mainly on administrative functions and process personnel management. However‚ due to technology advancement‚ administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010‚ p.719) Durai (2010
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Peter F. Drucker defines an entrepreneur as one who always searches for change‚ responds to it and exploits it as an opportunity. Innovation is the basic tool of entrepreneurs‚ the means by which they exploit change as an opportunity for a different business or service. Corporate entrepreneurs on the other hand‚ exhibit their skills and intelligence by promoting-corporation. A corporation for business organization is formed and registered under a statute‚ which gives it a separate legal entity
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given share options as bonuses and considering the growth of Microsoft in the 1980s to the 1990s‚ all of them essentially became multi millionaires but continued working for Microsoft as essentially volunteers. Microsoft virtually outsourced their reward policy to the stock exchange. Challenges Considering that Microsoft only wanted the top students from the top schools‚ supply was soon to run out as other technology companies like Oracle and Google competed for the same graduates. To make matters
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(USA) ISSN: 0975- 5853 Reward System And Its Impact On Employee Motivation In Commercial Bank Of Sri Lanka Plc‚ In Jaffna District. By Puwanenthiren Pratheepkanth University of Jaffna‚ Sri Lanka Abstracts - Increasingly‚ organizations are realizing that they have to establish an equitable balance between the employee’s contribution to the organization and the organization’s contribution to the employee. Establishing this balance is one of the main reasons to reward employees. Organizations
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