Large organizations may have blazed the trail for migration to performancedriven compensation--also known as pay-for-performance--but midsize companies that want to compete and succeed are following that same mind-set. That's because to remain competitive and support business growth, many are realizing that they need to take a more proactive approach to compensation management and ensure they are aligning rewards with employee performance to create stronger, more productive workforces.

As companies grow, many seek to have the same business processes, tools and technologies as larger organizations. Yet, they remain with their manual compensation processes because they are either unaware of options available to them or because they believe in some myths that perpetuate about compensation planning solutions.

This executive brief examines and seeks to explode the myths that surround compensation-planning solutions, demonstrating how smaller businesses can gain the efficiencies and benefits that drive individual and organizational success similar to their large enterprise counterparts.