Why ask managers and employees about how they understand pay for performance, when you're not planning to change the performance management process any time soon? I've finally come up with a good comparison that I want to share with you. MORE

How can you explain the comparison to candidates? Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. MORE

The BBC has been hounded by pay allegations for years--overpaying stars, underpaying women, poor cost management and so on. . You can expect the Executive Pay Ratio and Median Employee to be used as anchors for comparison. Another compensation story hit the global media today. MORE

After all, that's the context of your pay-for-performance philosophy, isn't it? You need to walk into every recruiting situation knowing how job seekers will be sizing up both your company's offer and your company's "employee brand" before they bring up the comparisons with your competitors. MORE

How can you fill out job profiles, price jobs, create a salary structure, train managers how to use all of this and so on? Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. MORE

By that I mean, if everyone in the company is going to compare themselves with the median pay profile, many are going to feel some type of a negative comparison. What would their managers say if you asked them that question? MORE

Gerry Crispin , co-creator of CareerXroads , and Steve Levy kicked off the day with a recruiting discussion around a comparison on every HR pro’s mind: the candidate as customer. Where does HR software fit in with performance management? MORE

Of course, they typically don't have to work 65-hour weeks, shoulder production goals or watch their medical deductibles increase every year -- and because they don't think in terms of Total Rewards, these comparisons never occur to them. MORE

Are they being recognized in line with their own perceptions of their effort, performance, qualifications, job challenges? Second, they look around for comparisons. Managers will have the most influence on these perceptions. Then explain this rationale to senior management. MORE

A unique Mission, wide catchment area and specialized staff that make pay comparisons uncomfortable. If you must compare benefit data, stick with the one data point that is most telling (and valid for comparison) -- an organization's benefit contributions divided by number of employees. MORE