We all know that equity compensation is the driver behind the astronomic growth in executive compensation. What is equity compensation REALLY worth? In a future post, we will also discuss survey values, modeled values, realized/realizable values and risk-adjusted values. Possibly it's the dilution of other employees’ equity compensation shares being transacted. MORE

Issued in late October, the guidance is intended to alert those involved in hiring and compensation decisions to the requirements of federal antitrust laws, the agencies said. This applies to recruiting, compensation, benefits and even job opportunities, according to DOJ and FTC. Receive documents that contain another company’s internal data about employee compensation. MORE

Like the snake oil salesmen of yesteryear there is always someone pitching some unique feature or approach that will solve all of equity compensation’s potential problems without having any side effects. Equity compensation drives these types of “search for a cure” every three to five years. Idea 1: Extending the post-termination exercise period to be the full life of the grant. MORE

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. According to our survey, 74% of executives agree that their company’s HR organization needs to be more data-driven in workforce decision making. 1 to 1.5:1. MORE

Survey your employees. Here are just a few sample survey questions to help gauge employee satisfaction: Do you feel encouraged to come up with new and better ways of doing things? Two of our favorites are TINYpulse and 15Five , software that makes it incredibly easy to survey your organization and gauge employee sentiment about anything under the sun. Let’s get started! MORE

Fifty-seven percent of people report that benefits and employee perks are their top considerations before accepting a job, according to a survey conducted by Harris Poll on behalf of Glassdoor. However, companies lacking the financial resources to afford employee perks can get innovative with their compensation plan. Not all benefits have an expensive price tag attached. MORE

Once a firm embraces maximizing shareholder value and the current stock price as its goal, and lavishly compensates top management to that end, the C-suite has little choice but to deploy command-and-control management,” he asserts. What’s important to underscore is that this wasn’t an exercise in rebellion, protest or any form of corporate anarchy. We have to force them to comply.”. MORE

According to a survey by the National Council of State Board of Nursing and the Forum of State Nursing Workforce Centers, 55% of registered nurses (RN) are age 50 or older. A Harvard Business Review Analytic Services survey of 323 corporate executives found that 73% of these leaders experienced talent shortfalls leading to missed business objectives as a result of poor workforce planning. MORE

If you’re one who designs, processes, or transacts your company’s compensation program, it isn’t a stretch to think that you may have a few headaches. In a recent survey and accompanying white paper, talent management software firm HRsoft listed several problems that are common to folks whose jobs involve the design and administration of an effective compensation program. MORE

This is especially true when there is little or no way to open up more space (typically accomplished at IPO by people exercising options and vesting in IPO trigger-based RSUs). Equity compensation data is less reliable than it has been in decades. Survey data, in relation to equity compensation, is sort of all over the place. When they are great, they are the best. MORE

As we discussed yesterday , a recent survey states that one in three employees is likely to leave your company in the next 6 months. As we discussed, between cash compensation and stock options, there are some ways to keep your talent on board. This includes competitions, goal-setting exercises, performance rewards, success statistics, and status recognition. Trust. On day one. MORE

In many instances, culture trumps compensation—and this doesn’t seem likely to change. A survey that spanned 20 countries found that 29 percent of Millennials feel that it would be easy to find another job if they weren’t happy—and that same number feel they don’t understand how their work impacts the company they work for. According to the latest Pew Research Center analysis of U.S. MORE

Crystal Spraggins, SPHR Today we’re releasing the much anticipated 2015 Compensation Best Practices Report. Based on data from more than 5,500 business leaders, the report reveals attitudes about compensation, hiring, and retention as the economy continues to recover from the recession. Today, employees have options and they intend to exercise them. Want to see an overview? MORE

Labor costs surveys do not match household living expense reports. Executive compensation patterns that are based on international or even global comparisons have virtually no effect on rank and file pay relationships. Likewise, if you don't recruit from a location or have some internal equity relationship based on it, then exclude it from your RELATIVE comparison exercise. Pay differentials are not absolute eternal entitlements but are short-term policy practices contingent on your unique compensation situation and your particular total reward strategy. Sorry. MORE

Full-day absences for sickness, disability, or accident IF there is a bona fide sick-pay plan, policy, or practice under which the employee receives compensation. Boehm cannot stress enough that employers should exercise caution when deducting from an exempt employee’s pay. Deductions and Exempt Employees. If some work is done, you cannot reduce pay.). Learn More. Be Careful! MORE

Which makes his exercise a bit pointless, doesn't it? In a sense, the same thing can happen at work, in situations when managers are given a market analysis figure from the Compensation folks. Maybe only a limited number of companies participated in the survey(s)compensation anlaysis, Just where exactly did the figure come from? The Befuddled Manager. Job done. MORE

and Canadian employees surveyed by Virgin Pulse this year, 53 percent said interesting and challenging work is the number one reason they love their company. How to add it to your company culture: Although employees think the mission and values of the company they work for are important, a majority don’t know what that mission entails, a 2013 survey from TINYpulse found. Among U.S. MORE

Moreover, improving the quality of assessments was found to be six times more profitable for organizations than getting the chosen candidate to accept a lower compensation package. An “in-basket” exercise simulates a task that the candidate must be expected to accomplish in the position and evaluates the methods the candidate uses to do so. Image licensed from Depositphotos.com. MORE

ISOs offer the ability for employees to avoid nearly all of the ordinary income and associated tax withholding that are required when using Non-Qualified Stock Options (“NQSOs”) or restricted stock, RSUs, Phantom Stock, SARs and just about every other compensation instrument. The last issue, the fact that 85-95% of employees disqualify their ISOs when they exercise is the most vexing. MORE

In many instances, culture trumps compensation—and this doesn’t seem likely to change. A survey that spanned 20 countries found that 29 percent of Millennials feel that it would be easy to find another job if they weren’t happy—and that same number feel they don’t understand how their work impacts the company they work for. These exercises use problem solving, creative thinking, and collaboration skills similar to what may later be required on the job and while in-flight. It’s safe to say that 2015 truly became “the year of digital technology.” Definitely worth considering. MORE

These advantages likely explain why, according to a 2012 PricewaterhouseCoopers survey, 70 percent of U.S. In the end, Disney had to undertake a tricky headhunting exercise across Dutch culinary schools and U.S. One of most basic elements of any HR program is the provision of employee compensation and benefits. Wouldn’t it be nice to handle global HR situations with ease? MORE

The process of defining your mission, values, leadership attributes, and organizational purpose is an important exercise, one that requires consensus and input from leadership teams, internal communications, and HR and talent development. The exercise of identifying the culture gaps is something that will likely take time, unfolding in layers over the course of many years. Winning. MORE

While being compensated fairly for value that’s delivered is importany, money is not a motivator. You have to be aware that productivity won’t happen overnight or after a simple survey or team-building exercise. Many companies are still unclear on what employee happiness means, how it can be measured and whether it has any relevance at all. Happy employees are 28.4% MORE

30% reduction in workers’ compensation and disability management claims. Those incentives can be linked to program participation, or to behavioral changes, such as quitting smoking or exercising regularly. Results from the American Psychology Association’s Work and Well-Being Survey highlight the connection between leadership support of health and wellness programs. MORE

lackluster performance, people simply going through the motions), lack of engagement also factors into “trouble” metrics, such as increases in voluntary turnover, absentee rates, mistakes and safety issues, and employee claims (such as grievances, workers’ compensation applications, and Equal Employment Opportunity complaint filings). Posted by Robin Erickson, Ph.D. on August 18, 2016. MORE

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. According to our survey, 74% of executives agree that their company’s HR organization needs to be more data-driven in workforce decision making. 1 to 1.5:1. MORE

A particular type of document is needed for compensation decisions. The kinds of standard generic job descriptions used for market survey benchmarking purposes are rarely suitable for proper internal pay classification; a customized version is needed. Fancy deceptive wordplay might be useful for advertising but imaginative fiction has no place in compensation. MORE

Practitioners who analyze compensation surveys can only report on what the sources show. The client may be interested in what companies X, Y and Z are paying, but unless they're prepared to sponsor a custom survey what they'll get instead is a broader view that displays what many organizations are paying - some of which they may not be interested in. • SurveysWhat To Do. MORE

This need to become more strategic is highlighted in a survey by Information Services Group and the HRO Today Service and Technology Association, in which 32% of respondents cited strategic alignment with the business as the leading area of improvement for 2016 —more so than talent acquisition and retention or delivering on cost reduction targets. Blog originally published on HR.BLR.com. MORE

This is the fourth in a series of articles we’re doing around our annual State of Workplace Productivity survey. Read a summary of the full survey here. Check out this infographic for a summary of our survey findings around wearables: Future of Work future of work Workplace Productivity Survey Wearables For our findings on extreme workloads, click here. MORE

lackluster performance, people simply going through the motions), lack of engagement also factors into “trouble” metrics, such as increases in voluntary turnover, absentee rates, mistakes and safety issues, and employee claims (such as grievances, workers’ compensation applications, and Equal Employment Opportunity complaint filings). Posted by Robin Erickson, Ph.D. on August 18, 2016. MORE

There are many surveys and research studies that indicate that performance management is almost universally despised by employees and managers alike. Performance appraisals are normally linked directly to compensation, and this leads to dysfunctional management behavior. Managers often begin with a target compensation in mind and “back into” the performance rating. MORE

Compensation planning and administration can be an odyssey. Traversing your way through the trials and tribulations of benchmarking jobs, analyzing market data, and building then communicating a compensation structure can feel like quite the expedition. The strategy and structure seashore is a nice place to enjoy an extended layover during your compensation journey. MORE