Paul Louis, executive vice president in the private client Services Division (PCSD), was a difficult task of designing a new incentive compensation system for financial advisers in the wealth management division of the average level of financial services, which have limited resources compared to its competitors more. Paul had a lot of goals in mind when developing a new system of compensation incentive: to motivate the financial advisers to stay, perform and Excel; attract new consultants to fill the vacated positions, as well as to create a new business in a shortage of labor and significant competition from large firms. As the current compensation plan in PCSD compared with those of competing firms? How could he change the compensation plan for the PCSD given resource constraints, as he faced the average financial services? For changing compensation plans that Paul can do to attract new skilled consultants, stop the largest producers go, and in general, improve morale PCSD «Hide
by Suneel C. Udpa Source: North American Case Research Association (NACRA) 21 pages. Publication Date: November 1, 2012. Prod. #: NA0172-PDF-ENG
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