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- W1567795456 abstract "Executive compensation, board compensation, and management succession are among the most important issues confronting corporate boards. Decisions in these areas should be informed by valid information and expert knowledge. An obvious source of information and knowledge is the HR function. HR leaders bring unique professional expertise and perspective to these areas. HR information systems can potentially provide unique and relevant data and boards can benefit from an HR contribution that goes well beyond administration and program implementation. In most corporations, the chief human resource officer is not on the board so there may not be a connection between the HR function and board decisions on compensation and succession management. Unlike such disciplines as finance and marketing, in many cases, HR must be explicitly invited to participate in board and committee meetings that deal with topics that involve its area of expertise. There are a number of factors that may influence the degree to which HR is invited to work with corporate boards on compensation and succession. It may occur because HR is involved in decisions concerning change management, business strategy and succession planning; all of these have implications for compensation and succession. In addition, the way the HR function is structured, the competence of HR leaders, and the information and knowledge available in HR systems may play a major role in determining the role HR plays in these decisions." @default.
- W1567795456 created "2016-06-24" @default.
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- W1567795456 date "2009-01-01" @default.
- W1567795456 modified "2023-10-16" @default.
- W1567795456 title "Pay at the Top: When Does HR Make a Difference?" @default.
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- W1567795456 doi "https://doi.org/10.2139/ssrn.1315378" @default.
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