• Align Behavior with Strategy. Reward Results that Matter.让行为对齐战略，奖励真正的成果。
    • Sub-headline / 副标题: We design performance management systems and incentive programs that drive the right behaviors, motivate your workforce, and deliver measurable business outcomes.
      • 我们设计的绩效管理体系与激励方案，能够驱动正确的行为，激发员工动力，并交付可衡量的业务结果。

  • What We Do

    Show off your projects, features, or clients in this section

    Feature

    Module I: Performance Management Transformation

    模块一：绩效管理转型

    Core Issues / 核心议题: OKRs/KPIs (目标与关键结果) · Continuous Feedback (持续反馈) · Culture of Accountability (当责文化)
    Moving from annual “check-the-box” to real-time steering.
    从年度“走过场”转向实时导航。

    • Goal Setting & Cascading / 目标设定与分解: Implementing OKRs (Objectives and Key Results) or KPIs to ensure every employee’s work contributes directly to company strategy.
      • 实施OKR或KPI体系，确保每位员工的工作直接贡献于公司战略。
    • Performance Conversations / 绩效对话: Training managers to have meaningful coaching conversations, shifting focus from rating to development.
      • 培训管理者进行有意义的辅导对话，将重心从评分转向发展。
    • Differentiation & Talent Calibration / 区分与人才校准: Designing fair processes to identify top performers and address underperformance objectively.
      • 设计公平的流程，客观识别高绩效者并处理低绩效问题。
    • [Learn More / 深入了解 ->]

    Module II: Incentive Design & Total Rewards

    模块二：激励设计与全面回报

    Core Issues / 核心议题: Short-Term Incentives (STI/短期激励) · Long-Term Incentives (LTI/长期激励) · Benefit Strategy (福利战略)
    Making every dollar of compensation count.
    让每一美元的薪酬都发挥效用。

    • Short-Term Incentive (STI) Design / 短期激励设计: Developing annual bonus plans linked to clear financial and operational milestones.
      • 开发与明确财务及运营里程碑挂钩的年度奖金计划。
    • Long-Term Incentive (LTI) Strategy / 长期激励战略: Designing equity-based plans (Stock Options, RSUs, PSUs) to retain key talent and align with shareholder interests.
      • 设计基于股权的计划（期权、限制性股票、业绩股票），保留关键人才并与股东利益一致。
    • Total Rewards Optimization / 全面回报优化: Balancing fixed pay, variable pay, and benefits to be competitive yet cost-effective.
      • 平衡固定薪酬、浮动薪酬与福利，在保持竞争力的同时控制成本。
    • [Learn More / 深入了解 ->]

    Module III: Sales Effectiveness & Compensation

    模块三：销售效能与薪酬

    Core Issues / 核心议题: Commission Plans (佣金计划) · Sales Roles (销售角色) · Plan Communication (方案沟通)
    The engine of your revenue growth.
    您收入增长的引擎。

    • Sales Compensation Design / 销售薪酬设计: Creating commission and bonus structures that motivate sales teams to sell the right products to the right customers.
      • 创建佣金与奖金结构，激励销售团队将正确的产品卖给正确的客户。
    • Plan Effectiveness Audit / 方案有效性审计: Analyzing if current plans are driving desired behaviors or creating “gaming” of the system.
      • 分析现有方案是否在驱动期望的行为，还是在诱发“钻制度空子”。
    • Quota Setting & Territory Alignment / 配额设定与区域划分: Using data analytics to set fair quotas and optimize territory coverage.
      • 利用数据分析设定公平的配额并优化区域覆盖。
    • [Learn More / 深入了解 ->]

    Module IV: Executive Compensation & Governance

    模块四：高管薪酬与治理

    Core Issues / 核心议题: Pay-for-Performance (绩效薪酬) · Say-on-Pay (薪酬投票) · Peer Group Benchmarking (对标分析)
    Leading by example at the top.
    高层以身作则。

    • Executive Pay Structure / 高管薪酬结构: Designing complex pay packages for C-suite executives that balance risk and reward.
      • 为C级高管设计复杂的薪酬组合，平衡风险与回报。
    • Benchmarking & Competitive Analysis / 对标与竞争分析: Ensuring executive pay is competitive against industry peers to attract top leadership talent.
      • 确保高管薪酬在行业对标中具有竞争力，以吸引顶尖领导人才。
    • Governance & Disclosure Support / 治理与披露支持: Assisting Compensation Committees with decision-making and regulatory compliance (CD&A).
      • 协助薪酬委员会进行决策与合规工作（如薪酬讨论与分析）。

    Feature

    Science Meets Strategy in Rewards
    回报中的科学与战略结合

    Content / 内容:
    Compensation is often the single largest expense item on your P&L. We treat it as an investment, not a cost. We use behavioral economics and rigorous analytics to ensure a high ROI on your people spend.
    薪酬通常是损益表中最大的单项支出。我们将其视为一项投资，而非成本。我们利用行为经济学与严谨的分析，确保您的人力投入获得高回报。

    • Behavior-Driven Design / 行为驱动设计: We understand human psychology. We design plans that people understand and that motivate them, not just complex formulas.
      • 我们懂人性。 我们设计的方案让员工听得懂、受激励，而不仅仅是复杂的公式。
    • Financial Modeling Rigor / 财务建模严谨性: We model the cost of every scenario to ensure incentive plans are affordable and sustainable.
      • 我们对每种情景的成本进行建模，确保激励方案既负担得起又可持续。
    • Technology Enabled / 技术赋能: We help you select and configure HRIS/Compensation management tools to automate administration and provide real-time visibility.
      • 我们帮您选择并配置HRIS/薪酬管理工具，实现管理自动化与实时可视化。
    • Simplicity Focus / 极简主义: The best plan is the one that can be explained on one page. We strip away complexity to drive clarity.

    Feature

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