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Of course, one of the main reasons nonprofits can have trouble bringing on qualified candidates is that they can’t (or won’t) offer competitive salaries. Sometimes, this isn’t possible, but other nonprofits have a little more leeway and can recruit better talent by offering higher compensation. Limited Salary and Benefits.
In my last blog article , I explained how you can cut and paste your way to a compensation philosophy. In comparison, strategic insights occur when you put your compensation practices and philosophy in a new light, where the illumination falls on the challenges your company will face tomorrow. Don't know where to start?
After all, those who handle compensation influence most talent strategy components including recruiting, performance management, development and staffing. . Compensation, of course, is in a better position than most of HR to develop financial insights. Why is HR's ability still in question?
How many of you would think of using a compensation survey that describes itself this way? However, many nonprofits who work for social justice and the expansion of a living wage bring their principles to employee compensation decisions. Skipping compensation communications because it's the "soft stuff?"
Because, of course, the iceberg lurking in any performance management flow is, "why?" "Why Base your strategy on the popular ebook, Everything You Do (in Compensation) Is Communication @ www.everythingiscommunication.com. Why do I have to do performance plans when I already know what my job is?" "Why
Provide free promotional resources such as ebooks or online courses. Workers compensation insurance is required for almost all businesses with employees in all states except Texas. There are, however, workers compensation exemptions. Set up social medial channels that are regularly updated . Consider using targeted ads .
You'll find a long list of articles in Compensation Cafe recommending that you create a "message platform" to build your Compensation communications. (It Of course, anyone in Compensation can list a set of messages describing the value proposition of working for your company. It happened again this month.)
Human resources, of course — a department that rarely has influence in the C-Suite. Performance assessment is another contentious issue, particularly because of its close tie to compensation. A CHRO who understands the unique culture and requirements of the company can develop a balanced performance and compensation dynamic.
On top of that, there is all that lost time—which employers do not compensate for. The big question for employers is of course, “What can I do about it?” You may not fully be able to compensate for the cost of commuting, but there are many steps you can take as an employer to reduce the cost burden for your valued staff.
millennials have a desire to work for companies that do more than offer cushy compensation and flexible vacation time. It suggests that 10 percent of an employee’s learning should come from course-based learning, while the rest should come from coaching and mentoring (20 percent) and day-to-day practice (70 percent).
This is a lesson from PayScale’s Modern Compensation Planning ecourse. Sign up for the course! With your new compensation philosophy hot off the presses, it’s time to go to market to identify the value of your jobs. The next two lessons in building your compensation plan will teach you how to perform compensation benchmarking.
But otherwise, it often seems that benefits fit more comfortably into the "Total Rewards" concept than compensation does. So why should compensation practitioners bother? After all, "Total Compensation" communicates its meaning clearly, why jam it into "Total Rewards"? Where do you start?
Of course, poor judgment is easy to come by when you're tired and stressed. A former Board member for the Bay Area Compensation Association (BACA), Margaret coauthored the popular eBook, Everything You Do (in Compensation) Is Communications, a toolkit that all practitioners can find at everythingiscommunication.com.
What have data and analytics got to do with compensation communications? Imagine you had to tell the Compensation Committee that the company couldn't afford one of their proposals. Of course your explanations for the Comp Committee would have far more detail than the ones you used at home. Think back to the earlier example.
Building a compensation plan from scratch can be intimidating if you don’t know where to start. At PayScale , we’ve been talking with companies for years, helping them develop their compensation strategies, build their pay ranges, and train their managers to better communicate compensation across the organization.
Not a great foundation for a compensation practice! We need to keep them engaged throughout our communications, of course, but we also need to be alert to the early judgments they are making and reflect that understanding in what is said. Some of the findings verify long held beliefs but many more are counterintuitive.
It's like spreading peanut butter evenly, a favorite simile in the compensation industry. The solution needs to be customized to every company, of course, based on your culture and the values of your executive and manager groups. You know, the one where you give managers a merit budget to allocate.
Of course, no such promise can be made. A former Board member for the Bay Area Compensation Association (BACA), Margaret coauthored the popular eBook, Everything You Do (in Compensation) Is Communications, a toolkit that all practitioners can find at [link]. Earlier, she was a Principal at Willis Towers Watson.
This is an excerpt from our recent ebook collaboration with BambooHR entitled How to Turn Diversity Into a Major Asset for Your Organization. Download the full ebook here. Of course, that’s fine and we want to encourage them to do that, but we also should encourage them to point out areas where perhaps they’ve seen things done better.
millennials have a desire to work for companies that do more than offer cushy compensation and flexible vacation time. It suggests that 10 percent of an employee’s learning should come from course-based learning, while the rest should come from coaching and mentoring (20 percent) and day-to-day practice (70 percent).
millennials have a desire to work for companies that do more than offer cushy compensation and flexible vacation time. It suggests that 10 percent of an employee’s learning should come from course-based learning, while the rest should come from coaching and mentoring (20 percent) and day-to-day practice (70 percent).
The company will not have to cover a portion of Social Security and Medicare taxes, there will be no workers’ compensation insurance, and contractors won’t expect the benefits you pay out to direct hires, like medical insurance, paid time off, and other programs you offer. If the project is still going on and the relationship is going well?
Yet for all these popular grievances, even the most seasoned managers and storied organizations are scrambling to make sense of what all Millennials have to offer, how to tap that massive well of talent and ideas, and of course, how to buck the job-hopping trend and retain the great workers they manage to attract. Get your free copy.
If at all possible, offer a learning and development stipend that covers the cost of online courses, webinars, etc. Ask during a weekly 1:1 or a remote performance review to gauge how many of your employees have gained new credentials—and how many would like to. . to help further encourage your employees. . Want more insights into salary?
Employee compensation was a lead story in The New York Times on Tuesday. The increase in variable pay practices is no surprise to the readers of Compensation Cafe, but the editors of The New York Times have determined it's hot stuff for their readers. If your company isn't explaining compensation, the media might as well.
This is an excerpt from our recent ebook collaboration with BambooHR entitled How to Turn Diversity Into a Major Asset for Your Organization. Download the full ebook here. Learn More About Our Compensation Software. Of course, like most things, this varies by company. GET A DEMO. Voicing Differences of Opinion.
One particularly important lesson she has illuminated for me is the importance of looking at compensation communication through the lens of business investments and returns. But of course, Margaret has always been able to explain this in a clearer and more compelling way. There's just so little compensation communications going on.
This post includes excerpts from our latest eBook: 15Five’s Comprehensive OKR Guide: How To Launch, Track, and Achieve Your Objectives & Key Results. Managers can quickly and easily discover misalignments and make weekly course corrections. Employees have the opportunity to share triumphs and be acknowledged by management.
Our Compensation responsibilities don't stop at numbers. They include performance management, reward strategy, career development, compensation communications, among many other key influencers of employee engagement. There's nothing more important in Compensation's role than building shared trust and thus engagement.
They'll be able to earn overtime, of course, so who wouldn't be celebrating? Everything you do in compensation is communication, so why not do everything better? Margaret O'Hanlon, CCP collaborated with Ann Bares and Dan Walter to create this DIY guide to compensation leadership. It's a win/win situation, isn't it?
In Namely’s newest ebook, The History of HR , we dive into the full scope of that evolution. Consider this your course syllabus. It also created a new form of compensation: overtime pay. It wasn’t enough for companies to say they were compensating employees fairly—they needed to prove it.
In many organizations, the Compensation Department meets a manager's promotion request with skepticism. Of course it's our job to keep salary administration on the up and up. Why do we need to build collaboration with the manager when Compensation has the final say? It's contentious, plus it demeans the manager's judgment.
Of course you can still hire industry veterans, but make sure they know your dealership runs differently. . Benefits: Base + bonus compensation. For more pointers on hiring for open roles in your dealership, read our eBook on the top 50 automotive job descriptions. . Job: Product Specialist. Company: Awesome Automotive Group.
Still haven't solved that compensation issue that's been nagging at you? You know, the ones that would deliver on your compensation philosophy, but you don't really have the confidence to take on. Use Compensation Cafe as your DIY resource. Job architecture -- We talk about this often in the Compensation Cafe.
Every time I am hired to do compensation communications, I try to edit "attract and retain" out of the communications. Just check out our Compensation Cafe archives if you want an insightful, practical refresher course on "why" and "how.". Editor's Note: Has the old "attract and retain' mantra become white noise?
Compensation. Paperless billing is increasing in popularity and ebooks are replacing physical libraries. Here’s a checklist for creating a comprehensive outline for your employee handbook, as per the guidelines laid out by the SBA. Non-Disclosure Agreements (NDAs) & Conflict of Interest Statements. Anti-Discrimination Policies.
Of course, there is so much to cover on the topic of promotions, but Karen pointed out one important area we often overlook. Managers/supervisors are often promoted from front-line positions without much training in compensation practices. Is Compensation making its best effort to support managers who want to give promotions?
The company hired Sibson to review their compensation plans in order to determine how to adjust compensation to retain and attract the right sales talent. But the analysis of 2 years’ worth of sales rep data showed that compensation wasn’t the problem. Download the ebook here! Learn More. PayScale, Inc.,
We do this at our own peril, as Cafe compensation communication guru Margaret O'Hanlon frequently reminds. Did you think we're just standing on a soapbox when we say that we believe that, "Everything we do in compensation is communication?" Unless, of course, you have critical business results to improve upon.
Before you introduce the new, industry-standard compensation plan, how does compensation work in the company NOW? What have you been saying to employees about their compensation in the meantime? That your salaries were highly competitive, of course. Why am I bringing this up?
It got me wondering when, and from where, will the cutting edge improvements in compensation communications be coming? The only obstacle is money, of course, which -- candidly, frankly and truthfully -- is insurmountable in most organizations. So are we just going to let compensation communications be left in the dust?
Employers must comply with state and local labor laws to ensure they’re meeting all relevant obligations related to employee compensation and benefits. Advanced knowledge must be in a field of science or learning, and must be customarily acquired by a prolonged course of specialized intellectual instruction.
There are a number of people that any compensation professional should consider a supporter who will come to your aid in a (inevitable) tight situation. Your boss is at the top of the list, of course. Here are the primary people, with suggestions on how to build these relationships. If you can name them, great.
To delve deeper into these updates and their implications across different modules, download our exclusive eBook. Language-specific text fields and compensation template fields can be seamlessly integrated into the statement templates. This streamlines the hiring process, reducing manual steps and improving overall efficiency.
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