Practical HR Tips, News & Advice. Updated Daily.
Today, even as the economy improves and unemployment decreases, companies find themselves in the perplexing and frustrating position of being unable to fill roles with qualified individuals, despite large numbers of available applicants. Is it a simple compensation problem?
Yesterday’s Advisor featured consultant Diana Neelman’s five approaches to job evaluation. Today, her colleague, Sarah Schmidt, on data aging and market consensus.
Job evaluation is a systematic method of determining a job’s relative worth within an organization. There are five commonly used approaches, says consultant Diana Neelman. Which is best for you?
Among my favorite movies is the 1991 film City Slickers. Billy Crystal plays radio ad salesman Mitch Robbins, who is having a bit of a midlife crisis. Mitch and his two best friends decide to leave New York City to spend 2 weeks on a cattle drive in the Southwest. It’s there that Mitch meets […]
In yesterday’s Advisor, we initiated our coverage of the Incentive Pay Survey; today, we feature more survey results, including how respondents fund incentives, how they communicate their plans, how they evaluate them, and how they would improve them.
Almost two-thirds of participants in BLR’s 2014 Variable Pay Survey indicate that they put some employee pay at risk. The recently-completed survey was completed by 1,452 employers. Here are some highlights:
Yesterday’s Advisor looked at trends in technology and HRIS for HR. Today, for guidance on what to look for, we again turn to BLR’s recently-published HR Playbook: HR’s Gameplan for the Future.
Yesterday’s Advisor featured the first 5 of Consultant Whitney Herrington’s 7 alternatives for deciding on merit pay. Today, alternatives #6 and #7.
Most every company is looking at the HRIS. What should your system be doing? For some guidance on this trend, we turned to BLR’s recently published HR Playbook: HR’s Gameplan for the Future.
There are seven basic merit allocation strategies, says Consultant Whitney Herrington. Compensation managers should be familiar with them all, including when they are appropriate (and when they are not).