Executive compensation has become a flashpoint issue for board members, institutional investors, regulators, and the media. Examining critical market and regulatory issues, this board leadership program enables compensation committee chairs and members to design more effective compensation programs. You will explore best practices for aligning executive pay to business strategy and company goals and for meeting shareholder expectations as the regulatory climate evolves.
This program is eligible for the Corporate Director Certificate. Learn More
Executive compensation has become a flashpoint issue for board members, institutional investors, regulators, and the media. Examining critical market and regulatory issues, this board leadership program enables compensation committee chairs and members to design more effective compensation programs. You will explore best practices for aligning executive pay to business strategy and company goals and for meeting shareholder expectations as the regulatory climate evolves.
This program is eligible for the Corporate Director Certificate. Learn More
Key Benefits
This executive compensation training program will enable you and your committee to contribute more effectively to long-term performance, corporate profitability, and employee satisfaction.
This executive compensation training program will enable you and your committee to contribute more effectively to long-term performance, corporate profitability, and employee satisfaction.
Details
Change the way your company approaches executive compensation
Adapt your compensation strategy to fit your business strategy
Make decisions with deeper knowledge of the relationships among compensation plans, employee motivation, and long-term value creation
Balance the competing imperatives to attract and retain key executives, adhere to new governmental rules, and navigate public sentiment
Ensure that the compensation structure promotes the desired corporate culture
Compete effectively for top talent in today's tight labor market
Understand and anticipate hot-button issues and trends in executive compensation
Examine the impact of regulatory issues in different countries
Respond to a more vigilant investor community
Create successful compensation plans and processes
Design better incentive systems and know the risks that certain incentive structures can create
Avoid the risks of cookie-cutter executive compensation solutions and external ratings systems
Gain investor buy-in on compensation plans
Get the most value from compensation consultants
Understand and effectively utilize subjective and objective performance measurement systems
Expand your personal and professional network
Extend your network by living and working with accomplished executives from various backgrounds, industries, and countries across the globe
Build relationships with a diverse group of peers who can provide wide-ranging insights into your business challenges and career decisions
Who Should Attend
Directors on boards of publicly listed companies who serve as chairs or members of compensation committees
Senior corporate executives who participate in compensation planning
Also appropriate for: Bank directors, chief executive officers, directors of human resources, investors, legal professionals who help structure employment contracts, and senior regulatory officials charged with implementing legislation
Attendance by two or more representatives of your compensation committee or organization will foster teamwork and enhance the program's impact.
Dive Deeper into the Experience
We Celebrate New Ways of Thinking. Are You Ready?
Thrive in a learning environment that welcomes diverse ideas and perspectives.
Directors on boards of publicly listed companies who serve as chairs or members of compensation committees
Senior corporate executives who participate in compensation planning
Also appropriate for: Bank directors, chief executive officers, directors of human resources, investors, legal professionals who help structure employment contracts, and senior regulatory officials charged with implementing legislation
Attendance by two or more representatives of your compensation committee or organization will foster teamwork and enhance the program's impact.
Dive Deeper into the Experience
We Celebrate New Ways of Thinking. Are You Ready?
Thrive in a learning environment that welcomes diverse ideas and perspectives.
When you participate in an Executive Education program on the HBS campus, you enter an immersive experience where every aspect of the learning model has been carefully designed to facilitate your growth. Your learning will take place on your own, in your living group, and in the larger classroom, driven by the renowned HBS case method.
When you participate in an Executive Education program on the HBS campus, you enter an immersive experience where every aspect of the learning model has been carefully designed to facilitate your growth. Your learning will take place on your own, in your living group, and in the larger classroom, driven by the renowned HBS case method.
Admissions Criteria and Process
We admit candidates to specific sessions on a rolling, space-available basis, and encourage you to apply as early as possible. Although most programs have no formal educational requirements, admission is a selective process based on your professional achievement and organizational responsibilities.
Our Program Advising team can help you at any stage of the admissions process—starting with identifying the program that best addresses your learning and development goals. Contact a program advisor via email or call 1.800.427.5577 (outside the U.S., call +1.617.495.6555).
Application Submission
We recommend that you apply at least four weeks before the program start date. You may use our online form or download an application. HBS maintains all application information in strict confidentiality. We acknowledge receipt of applications via email. In the unlikely event that you do not receive an acknowledgment, please email us at exed_admissions@hbs.edu or call us at +1.617.495.6226.
Application Review
To optimize the learning experience and maximize the exchange of ideas, our Admissions Committee makes selections that balance each participant's experience, scope of current responsibilities, and type of organization. HBS seeks candidates who reflect a broad range of industries, functions, countries, and backgrounds. We review applications monthly and will contact you via email with the Admissions Committee's decision.
Fee, Payment, and Cancellations
The program fee covers tuition, books, case materials, accommodations, and most meals. No payment is necessary until you have been accepted. Payment is required prior to the program start date. If you need to cancel or defer participation, you must submit your request in writing more than 30 days before the start of the program to receive a full refund. Cancellations or deferrals received 14 to 30 days prior to the start of the program are subject to a fee of one-half of the program fee. Requests received within 14 days are subject to full payment.
We admit candidates to specific sessions on a rolling, space-available basis, and encourage you to apply as early as possible. Although most programs have no formal educational requirements, admission is a selective process based on your professional achievement and organizational responsibilities.
Answering Your Questions
Our Program Advising team can help you at any stage of the admissions process—starting with identifying the program that best addresses your learning and development goals. Contact a program advisor via email or call 1.800.427.5577 (outside the U.S., call +1.617.495.6555).
Application Submission
We recommend that you apply at least four weeks before the program start date. You may use our online form or download an application. HBS maintains all application information in strict confidentiality. We acknowledge receipt of applications via email. In the unlikely event that you do not receive an acknowledgment, please email us at exed_admissions@hbs.edu or call us at +1.617.495.6226.
Application Review
To optimize the learning experience and maximize the exchange of ideas, our Admissions Committee makes selections that balance each participant's experience, scope of current responsibilities, and type of organization. HBS seeks candidates who reflect a broad range of industries, functions, countries, and backgrounds. We review applications monthly and will contact you via email with the Admissions Committee's decision.
Fee, Payment, and Cancellations
The program fee covers tuition, books, case materials, accommodations, and most meals. No payment is necessary until you have been accepted. Payment is required prior to the program start date. If you need to cancel or defer participation, you must submit your request in writing more than 30 days before the start of the program to receive a full refund. Cancellations or deferrals received 14 to 30 days prior to the start of the program are subject to a fee of one-half of the program fee. Requests received within 14 days are subject to full payment.
What You Will Learn
Focused on developing practices that link executive rewards to corporate goals, this board leadership program will help you excel in your compensation role, make better decisions, and guide your organization through the complex issues related to executive compensation. Through a rich learning experience that includes faculty presentations, case studies, and small group discussions, the program explores key questions across a number of critical areas.
Focused on developing practices that link executive rewards to corporate goals, this board leadership program will help you excel in your compensation role, make better decisions, and guide your organization through the complex issues related to executive compensation. Through a rich learning experience that includes faculty presentations, case studies, and small group discussions, the program explores key questions across a number of critical areas.
What elements of compensation plans will be most effective in achieving your company's strategic objectives?
How do you choose between alternative incentive programs?
How should compensation committees assess the value created by the CEO and management team—and how much of that value should be shared with the CEO and management as compensation?
How should compensation plans relate to performance evaluation practices for the CEO and other top executives?
What are the risks being created by your compensation program?
How is your compensation scheme affecting corporate culture—and what kind of compensation scheme will promote the culture you wish to create?
How do you create the right peer group to benchmark CEO performance?
What role should the compensation committee play in determining CEO compensation, designing compensation plans for other senior managers, and approving performance targets and levels of compensation?
What does an effective process for committee activities look like—and how should compensation consultants, the CEO or his or her representative, and the senior human resources officer be involved in the process? How should the committee relate to each of these players?
How should the compensation committee address new Securities and Exchange Commission (SEC) requirements of compensation disclosure?
How can compensation committees ensure an effective compensation discussion and analysis (CD&A) report?
Designing executive compensation with a strategic view
How can you structure your compensation plan to support your company's long-term strategic objectives?
What factors motivate senior executives—and what role does compensation play in this motivation?
What characteristics define compensation plans that are both motivating to executives and acceptable to shareholders?
How can you get succession planning right and hire the right CEO?
Developing an effective compensation plan
What elements of compensation plans will be most effective in achieving your company's strategic objectives?
How do you choose between alternative incentive programs?
How should compensation committees assess the value created by the CEO and management team—and how much of that value should be shared with the CEO and management as compensation?
How should compensation plans relate to performance evaluation practices for the CEO and other top executives?
What are the risks being created by your compensation program?
How is your compensation scheme affecting corporate culture—and what kind of compensation scheme will promote the culture you wish to create?
How do you create the right peer group to benchmark CEO performance?
How do you determine the pay for directors?
Creating and implementing compensation committee processes
What role should the compensation committee play in determining CEO compensation, designing compensation plans for other senior managers, and approving performance targets and levels of compensation?
What does an effective process for committee activities look like—and how should compensation consultants, the CEO or his or her representative, and the senior human resources officer be involved in the process? How should the committee relate to each of these players?
How should the compensation committee address new Securities and Exchange Commission (SEC) requirements of compensation disclosure?
How can compensation committees ensure an effective compensation discussion and analysis (CD&A) report?
The HBS Advantage
Our Executive Education programs are developed and taught by HBS faculty who are widely recognized as skilled educators, groundbreaking researchers, and award-winning authors. Through their board memberships, consulting, and field-based research, they address the complex challenges facing business leaders across the globe
Faculty Chair
Suraj Srinivasan
Philip J. Stomberg Professor of Business Administration
Our Executive Education programs are developed and taught by HBS faculty who are widely recognized as skilled educators, groundbreaking researchers, and award-winning authors. Through their board memberships, consulting, and field-based research, they address the complex challenges facing business leaders across the globe
Faculty Chair
Suraj Srinivasan
Philip J. Stomberg Professor of Business Administration
Program content, dates, fees, and faculty are subject to change. In accordance with Harvard University policy, Harvard Business School does not discriminate against any person on the basis of race, color, sex or sexual orientation, gender identity, religion, age, national or ethnic origin, political beliefs, veteran status, or disability in admission to, access to, treatment in, or employment in its programs and activities.
Comp Targets That Work
Four guiding principles for designing incentive packages.
