Hedge Fund is an offshore investment fund, formed as private limited partnership, engages in speculation by borrowing capital from pool of investment. They are considered to be very risky investments as on many occasions where lot of investors have pooled money in high-performing fund without regard how performance has been achieved and how sustainable it would in future. About 66% of global hedge fund assets come from institutional investors such as pension funds, non-profit endowments.
Structurally, a hedge fund has some similarities to a mutual fund. For example, just like a mutual fund, a hedge fund is a pooled investment vehicle that makes investments in equities, bonds, options and a variety of other securities. Also as mutual fund is
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Unlike management fees, which an investor pays based on the Net Asset Value of its interest in the fund, an investor pays a performance fee only if the Net Asset Value of its interest in the fund increases over a specified time period. Simply put, if the fund does not make money for its investors, managers do not get a performance fee. Most if not all hedge funds charge an incentive fee of anywhere between 10-20% of fund profits, and some hedge funds have even gone as high as 50%. The idea of the incentive fee is to reward the hedge fund manager for good performance, and if the fund's performance is attractive enough, investors are willing to pay this fee. For example, if a hedge fund manager generates a 20% return per year, after management fee, the hedge fund manager will collect 4% of those profits, leaving the investor with a 16% net return. In many cases, this is an attractive return despite the high incentive fee, but with more mediocre managers entering the industry in search of fortune, investors have more often than not been disappointed with net returns on many …show more content…
There are four broad groups of hedge fund strategies: arbitrage, event-driven, equity-related and macro. The first two groups in many cases attempt to achieve returns that are uncorrelated with general market movements, where managers try to find price discrepancies between related securities, using derivatives and active trading based on computer driven models and extensive research. The second two groups are impacted by movements in the market, and they require intelligent
It is possible on your part to manage your investment daily through the help of internet. When you view the site, you see many investment options. You can just manage it in a few clicks of mouse. Just login every now and then and follow the EquiTrend system. You can even save a lot of
Reading Assignment #6 1. In order to keep top performers satisfied and productive, Steve Bates argues, there should be a substantial difference in the variable pay or merit- based salary increases that top performers and poor performers receive. Based on available research the increase needed to catch “anybody’s attention” should be a seven percent or eight percent increase in compensation. It also states that anything below that might be welcomed, but will not lead to substantially greater effort on the part of employees to increase business results.
References Caza, Arran, Matthew Mccarter W., and Gregory Northcraft B. "Performance Benefits of Reward Choice: A Procedural Justice Perspective." Human Resource Management Journal 25.2 (2015): 184-99. Business Source Premier. Web. 19 Sept. 2016.
Like other investments it should be set up to be done automatically, that way it isn’t a
Even if you want to retain top executives, huge amount of compensation at times of recession is not
A performance-oriented philosophy is followed; no one is guaranteed compensation just for adding another year to organisational service. Instead, pay and incentives are based on performance differences among employees. Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Several studies in the 1950s documented features of stock market that resembles those of an efficient market. Friedman (1953) found that efficient market can exit in a situation where trading strategies of investors are correlated, due to the existence of arbitrage. Kendall (1953), analyzing 22 weekly price series, found that stock prices movement at a close interval moved randomly. He mentioned that prices behaved like wondering series and showed very low serial correlation. Since individual stock price was not found differ significantly with the average, prediction of stock prices even a week ahead became very difficult.
3.2 Tabung Haji Tabung Haji or Lembaga Tabung Haji is the Malaysian hajj pilgrims fund board. It was formerly known as Lembaga Urusan dan Tabung Haji (LUTH). The main headquarters is located at Jalan Tun Razak, Kuala Lumpur. Tabung Haji facilitates savings for the pilgrimage to Mecca through investment in Shariah-compliant vehicles.
Unseen total rewards programs with job satisfaction and organizational structure is still not being portrayed with employer (Reed, 2009). With both companies having similar mission statements, both companies have chosen to use different paths to appeal to their employees. Aflac has taken an approach to having employees feel
Performance Management Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.
REFLECTION PAPER IN INVESTMENTS AND INVESTMENT PORTFOLIO As they say, "Money isn't everything, but happiness alone can't keep out the rain. " It is often said that money is not the most important thing in the world. Despite of this, we still need to understand the true value of money. Money, in and of itself, is not very spectacular.
1- Investment Decision It is one of the most important decisions. Finance Management is
As per Brickley, the reward system must encourage the employees to stick to the organisation for longer periods as well as increase the motivation and commitment to the company therefore lead to the increase in productivity and profit maximising. [ct. Brickley 2002, pp.172]. On the contrary, Holmes stated that, there are many negative significances lead by reward system if not used properly. Sometimes,