and the public to manage optics is paramount given the significant changes . We expect ongoing communication and implementation of human capital management metrics into incentive plans and / or governance oversight to progress .” The two also emphasise the importance of documenting and analysing the outcomes of the pandemic , adjusting long term executive compensation strategies to build resilience .
In addition , Tan and Ganu identify two other important long term focuses for organisations , these include talent retention and restructuring . “ In times of crisis , business opportunities and talent pool becomes available , and at times , at a bargain . Development and / or enhancement of existing talent retention program therefore becomes crucial ,” comments Tan and Ganu , who add that “ While long standing compensation principles ( align , attract , retain , incentivise , and hold accountable ) still apply , this may be a great opportunity for boards to consider shifting the focus of its executive compensation plans to take a more balanced perspective , such as the increased focus on ESG measures and on all stakeholders .”
45 businesschief . asia