CASE COMPARISON &

ANALYSIS
MARSHALL AND GORDON
CASE:
Issue at Marshall and Gordon:
•Communication of change in company strategy from PR to EPP.
•As a result, EPP have become strategic roles ‘A Positions’
•PR is now the support role ‘B Position’ to EPP by enabling access to the
contacts
•Compensation Policy difference between PR and EPP
•Use of same performance management tool for PR and EPP
•Risk of PR people going to rivals
MARSHALL AND GORDON
CASE:
The possible solution:
•Communicate the change in strategy
•Communicate the need for differentiation in workforce ‘A Positions’
•Come up with Compensable Factors and perform a Job evaluation exercise to arrive
at the suitable compensation
• For example, teamwork and entrepreneurial spirit
• Low and high degree of complexity in Teamwork for PR and EPP resp.
• High and Low degree of complexity in Entrepreneurial spirit for PR and EPP resp.

•Develop separate performance metrics to align with the compensation strategy for
each job role
•Encourage interested and capable PR people to move towards EPP- identify A
players
CREDIT SUISSE
•Issues at Credit Suisse:
•Designing the variable pay component to align with the company strategy
•Understanding the vesting of the benefits to the employees
•What the variable pay should constitute: cash, shares?
•How can the variable pay be used to incentivize the employees to take
responsible risks?
•The tax regime in different countries is affecting the pay structures and the
perception of equity?
•The clawback policy: how affective it is?
CREDIT SUISSE
The possible solutions:
•Read the fineprint of the Banker’s tax policy, gauge the number of
employees affected
•Take decision and communicate it to the employees
•Credit Suisse should follow the country-wise compensation system as
opposed to their one bank philosophy
COMPARISON OF THE CASES
•Both the cases involve understanding the company’s strategy
•At Marshall and Gordon, the compensation plan change was required to
counter the internal problems between PR and EPP
•At Credit Suisse, the compensation plan change was required due the
external regulation changes