Cubic Compensation (3P×3B×3T)
Cubic Compensation addresses incentive, external competitiveness, and internal equity via 3P×3B×3T — especially for private firms.
3P: Position (job evaluation), People (capability standards), Performance (appraisal results).
3B: Base pay, bonus, benefits — base for role duty, bonus for over-delivery and surplus, benefits for retention and culture.
3T: short-, mid-, and long-term incentives.
Deliverables: surveys, positioning, pay-grade tables, modeling, transition, policies, bonus/benefit design, equity plans.
Legacy cited outcomes: pay ratio down 1-2%, pay drives performance, full compensation system — per engagement scope.
Strategic compensation system
20+ years of pay consulting practice — knowledge, theory, delivery, and coach certification systems for stakeholder win-win pay design.
Pay management sets total reward, structure, and forms — an ongoing process of planning, budgeting, communication, and refinement.
Must balance fairness, effectiveness, and compliance amid strategy, talent positioning, market, and competitor pay.
OSMP strategic HR management system
Per legacy IP page 86: OSMP was developed over 25+ years of HR practice and 300+ client implementations, refined with ~50 HR practitioners and experts.
OSMP spans strategy, organization, mechanisms, and culture — aligned with the operating triangle (market, product, supply chain) and management triangle (talent, mechanisms, culture).
