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Subject:  Guide to Compensation 2008 available
From:  "IOMA Comp/Benefits Reports" <ioma5@ioma.us>
Date:  Wed, 09 Jul 2008 10:15:15 -0700

A Scam Email with the Subject "Guide to Compensation 2008 available" was received in one of Scamdex's honeypot email accounts on Wed, 09 Jul 2008 10:15:15 -0700 and has been classified as a Generic Scam. The sender was "IOMA Comp/Benefits Reports" <ioma5@ioma.us>, although it may have been spoofed.

Based on the survey responses of over 650 HR and compensation professionals, the new edition of 
this IOMA best-seller gives you benchmarks and guidance for setting 2008 compensation in your 
organization.



Attached Message
Guide to Compensation 2008
http://www.ioma.com/issues/SPCRPT/1614599-1.html?notext=3D1&track=3D2578EZ
**************************************************

Since performance-based pay and variable pay has become increasingly important in many 
organizations, this report covers how to build these factors into your compensation strategy, how 
to use metrics to measure its effects---and how to adapt and change your compensation structure to 
manage future changes in your organization.

Based on the most exhaustive industry survey done to date of 650 HR and compensation pros, Guide to 
Compensation 2008 reveals organizations' top compensation-related concerns including:

*which technologies companies use in planning compensation

*what salary and financial sources are utilized

*who is involved in setting and planning compensation

*when pay budgets are set

*views on gender pay gap

*resolutions to equal pay issues

Plus, it helps you to respond to the toughest compensation problems like salary compression, 
retention, pay for hot skills, pay equity and pay for performance. Tried-and-tested tips, 
techniques and methods for improving your compensation and benefits strategies, are included, such 
as:

*Top 17 ways to control 2008 compensation costs

*The top sources to use to plan compensation

*How to reward top performers on a tight budget

*2008 merit pay increases forecast to remain at 3.6%

*IOMA Survey puts 2008 executive merit pay increases at 4.7%

*Most firms plan to adjust salary ranges in 2008

*How to use performance-based long-term incentives as part of 
your strategic compensation strategy 

*Case Study: Incentive program and balanced scorecard score big points at URAC

*How to build a compensation program based on business strategy

*Variable Pay: a powerful tool for strategic compensation management

*And much more

Place your order now to receive your copy of Guide to Compensation 2008 for just $329 each, plus 
$12.95 shipping/handling. This report is offered as a soft cover book or PDF file, available for 
immediate download. Just click here to order. 
http://www.ioma.com/issues/SPCRPT/1614599-1.html?notext=3D1&track=3D2578EZ
Or call 1-800-401-5937, ext. 2 and ask for book code 2578EZ. 

FREE DOWNLOAD
To review this report's Table of Contents and Introduction, click here.
**************************************************
Standing Order: By choosing Standing Order, you'll always have the most current information 
available from IOMA. When we publish a new edition of a title you've previously purchased, we'll 
automatically ship it to you to review for 30 days without obligation. During this period, you can 
either honor the invoice or return the report to us and owe nothing. 

Four Ways To Order:

1. Call: 1-800-401-5937, ext 2 and ask for report code 2578EZ

2. Fax to: 212-564-0465

3. Print out form and mail to: IOMA, 3 Park Avenue, 30th Fl., NY, NY 10016-5902

4. Click here: http://www.ioma.com/issues/SPCRPT/1614599-1.html?notext=3D1&track=3D2578EZ

[ ] YES! Rush me___copy(ies) of the Guide to Compensation 2008 for just $329 each, plus $12.95 
shipping/handling and my state's sales tax. (Report Code 2578EZ)

[ ] My check for $______ , made payable to IOMA, is enclosed.

[ ] Charge $______ to my: 
[ ] VISA [ ] MasterCard [ ] AmEx 

Card number:_____________________________________ 

Expiration Date: ________________________________

Name on card:____________________________________ 

[ ] Bill me. (Book will ship on receipt of payment.)

Name: ___________________________________________ 

Title: __________________________________________ 

Company: ________________________________________ 

*Address: _______________________________________ 

City:______________ State:____ Zip + 4: _________

*Phone: _________________ *Fax: _________________

*Email: _________________________________________

* By providing your mail, phone, fax and e-mail address you agree to receive communications from 
IOMA via mail, phone, fax and e-mail.

Payment for orders from CA, MD, MT, NY, NJ and TN must include state and local sales tax. AK, GU, 
HI, PR and VI, add $30 additional shipping. Canadian orders must pay VAT/GST taxes upon receipt of 
product. Orders outside US and Canada, add $50US additional shipping.

Future editions will be sent as changes warrant, always on your 30-day approval. Please check if 
you do not want this upkeep service. [ ] 

**************************************************
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                <TD width=3D456 height=3D"1929"> <p><font size=3D"2" face=3D"Verdana, Arial, 
Helvetica, sans-serif">Based 
                    on the survey responses of over 650 HR and compensation professionals, 
                    the latest edition of this IOMA best-seller gives you benchmarks 
                    and guidance for setting 2008 compensation in your organization.</font></p>
                  <SPAN 
            style=3D"FONT-FAMILY: Helvetica,sans-serif"><HR SIZE=3D2 noShade color=3D#cd2700>
                  <font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif"><br>
                  <strong>Best-Seller from IOMA Research!</strong></font> <font size=3D"2" 
face=3D"Verdana, Arial, Helvetica, sans-serif"><BR>
                  </font>
                  <P align=3D"left"><FONT face=3D"Verdana, Arial, Helvetica, sans-serif" 
            size=3D2><BIG><BIG><BIG><BIG><SPAN style=3D"FONT-WEIGHT: bold"><FONT 
            color=3D#cd2700><STRONG><A 
            
href=3D"http://www.ioma.us/ls.cfm?r=3D118119449&sid=3D4364583&m=3D522283&u=3DIOMA&s=3Dhttp://www.ioma.com/issues/SPCRPT/1614599-1.html?notext=3D1&track=3D2578EZ";
 style=3D"text-decoration: none; color: #cd2700;"><font size=3D"5">Guide 
                    to Compensation 
2008</font></a></STRONG></FONT></SPAN></BIG></BIG></BIG></BIG></FONT> 
                    <font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif"><a 
href=3D"http://www.ioma.us/ls.cfm?r=3D118119449&sid=3D4364584&m=3D522283&u=3DIOMA&s=3Dhttp://www.ioma.com/issues/SPCRPT/1616564-1.html?notext=3D1&track=3D2875E5";><BR>
                    </a><br>
                  </font><HR SIZE=3D2 noShade color=3D#cd2700>
                  </SPAN> <p align=3D"justify"><font size=3D"2" face=3D"Verdana, Arial, Helvetica, 
sans-serif">Since 
                    performance-based pay and variable pay has become increasingly 
                    important in many organizations, this report covers how to 
                    build these factors into your compensation strategy, how to 
                    use metrics to measure its effects&mdash;and how to adapt and change 
                    your compensation structure to manage future changes in your 
                    organization.</font>
                  <p><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Based 
                    on the most exhaustive industry survey done to date of over 
                    650 HR and compensation pros, <strong><font color=3D"#cd2700">Guide 
                    to Compensation 2008</font></strong> reveals organizations' 
                    top compensation-related concerns including:</font></p>
                  <ul>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif"> which 
                      technologies companies use in planning compensation</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">what 
                      salary and financial sources are utilized</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">who 
                      is involved in setting and planning compensation</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">when 
                      pay budgets are set</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">views 
                      on gender pay gap</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif"> 
resolutions 
                      to equal pay issues</font></li>
                  </ul>
                  <p><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Plus, 
                    it helps you to respond to the toughest compensation problems 
                    like salary compression, retention, pay for hot skills, pay 
                    equity and pay for performance. Tried-and-tested tips, techniques 
                    and methods for improving your compensation and benefits strategies, 
                    are included, such as:</font></p>
                  <ul>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif"> Top 
                      17 ways to control 2008 compensation costs</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">The 
                      top sources to use to plan compensation</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">How 
                      to reward top performers on a tight budget</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">2008 
                      merit pay increases forecast to remain at 3.6%</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">IOMA 
                      Survey puts 2008 executive merit pay increases at 4.7%</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Most 
                      firms plan to adjust salary ranges in 2008</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">How 
                      to use performance-based long-term incentives as part of 
                      <br>
                      your strategic compensation strategy </font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Case 
                      Study: Incentive program and balanced scorecard score big 
                      points at URAC</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">How 
                      to build a compensation program based on business strategy</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Variable 
                      Pay: a powerful tool for strategic compensation management</font></li>
                    <li><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">And 
                      much more</font></li>
                  </ul>
                  <p><font size=3D"2" face=3D"Verdana, Arial, Helvetica, sans-serif">Place 
                    your order now to receive your copy of <strong><font color=3D"#cd2700">Guide 
                    to Compensation 2008</font></strong> for just $329 each, plus 
                    $12.95 shipping/handling. This report is offered as a soft 
                    cover book or PDF file, available for immediate download. 
                    Just <a 
href=3D"http://www.ioma.us/ls.cfm?r=3D118119449&sid=3D4364585&m=3D522283&u=3DIOMA&s=3Dhttp://www.ioma.com/issues/SPCRPT/1614599-1.html?notext=3D1&track=3D2578EZ";>click
 
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