• Your Special Relationship with an HCM Vendor—How to Find Your Perfect Match

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    By Paige Hanley, CCP, PayScale Compensation Professional

    Deciding to partner with an HCM vendor can feel a lot like being single—working your way through the dating pool to find your future spouse. As we approach Valentine’s Day, PayScale is here to give you a few tips and some guidance on how to navigate the various players you’ll interact with during this speed-dating to wedding planning process.

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  • Be a Unicorn. What Your Compensation Package Says About Your Business

    Header_Unicorns_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    It can be impossible for Human Resource pros to see things from an objective standpoint when we are so connected to the people and processes of our organizations. However, it’s critical to take a step back once in a while to view things from the perspective of employees and future hires. Compensation plays a major role here. The 2015 PayScale Compensation Best Practices Report revealed that a quarter of employers, “reported the inability to offer a competitive wage as a barrier to finding good people, which might explain why a whopping 78 percent claim to be only “somewhat” or “not at all” satisfied with their compensation structures.”

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  • Managing Comp during High Growth Phases

    Header_HighGrowth_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    When organizations get into high growth phase, everything starts moving faster. Recruiting speeds up. Finding people desks to sit in rapidly becomes an unsolvable puzzle.Making sure every incoming person has a set-up complete with computer becomes a greater challenge.All the moving pieces that are tough to keep up with on a good day suddenly run the risk of falling through the cracks. Compensation is another thing you have to get right as you scale quickly. So how can you make sure you’re getting the comp equivalent of the right set-up as you grow?

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  • Dump Annual Staff Surveys: Real-Time Engagement is Here!

    Header_Dump_Annual_Surveys_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    In a bold move, KPMG, a global professional services firm, has opted to dump its annual employee engagement surveys for good—relying on the theory that annual employee surveys are passé and real-time data is the new way of measuring the true engagement level. According to Robert Bolton of KPMG, "This term ‘engagement’ is abused, it's misunderstood, it's not evidence based, and it's a minefield.”

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  • It's Time to Pour Your COLA Down the Drain

    Header_COLA2_MainRita Patterson, Onboarding Manager, PayScale

    Cost of living adjustments, or COLA, have been common practice for a while now, however, only 21% percent of employers indicated that cost of living adjustments were their main reason for giving raises in 2015.
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  • Myth Buster: Talking About Pay Could Incite an Employee Riot

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    PayScale


    If you aren’t talking with employees about pay, chances are they are talking to one another—creating their own story of your compensation philosophy. Not a good thing. PayScale surveyed more than 71,000 employees to study the relationship between pay and transparency.
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  • The Dark Side of Total Compensation Communication

    Header_DarkSide_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The dark side of communicating total compensation doesn’t exist at all – only the resistance of change within organizations where there is no method of delivering this information. The 2015 PayScale Compensation Best Practices Report indicated that 57 percent of employers don’t give their employees a total rewards statement, which means many employees are clueless when it comes to understanding the total value of the benefits and compensation offered to them. It’s not surprising that employees often have the misconception that they are underpaid, unappreciated, and that the competition has something better to offer—like Luke Skywalker being tempted by his father, Darth Vader, to join the dark force.

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  • Myth Buster: People Don't Leave Their Jobs Because of Pay

    Header_Myth2_MainPayScale

    Busted! In 2015, the number one reason most people left companies was compensation. The majority of respondents to the PayScale Compensation Best Practices Report cited “seeking higher pay elsewhere” as the primary reason for leaving a company. Moral of the story? Money CAN buy you love.
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  • Myth Buster: The Truth About the Gender Wage Gap

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    PayScale

    Myth debunked! While a pay gap does exist, it is smaller than most people think. For women and men in identical roles, the pay gap is 2.7%. This myth originates from the fact that when all women’s jobs are compared to all men’s jobs, the pay gap widens to 74 cents on the dollar, aka 26%, but that is because more women work in lower-paying fields. Moral of the story? Forget the pay gap and focus on this jobs gap—bring more women into leadership roles and high-paying fields!

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  • Top 5 Insights from Last Year’s CBPR (plus take the new survey!)

    header_CBPR2015_MainJade Makana, Director of Content Marketing, B2B

    For those who don’t know, every year PayScale produces the Compensation Best Practices Report. This report is based on a survey administered to 100,000 human resources professionals and business executives, asking them their point of view on the biggest topics in human resources and compensation: everything from minimum wage and managing millennials, to recommending your favorite HRIS and payroll software. Last year, we got over 5,000 responses.

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  • Seasonal Hiring Steady for 2015 Holiday Season, but is Pay Spiraling Downward?

    Header_Holiday_Wages_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    This time of year always sees an increase in hiring additional people to cover the busy holiday season, at least on a temporary basis. It can be a good time to earn a little extra cash for gifts and starting the New Year right by paying off debts. But, a recent survey indicated that while employers expect to hire a similar number of seasonal workers, the pay rates for these temporary employees may be decreasing.
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  • Why Increasing Pay Isn’t Always the Answer

    Header_Talking_Comp_MainSonnet Lauberth, PayScale Compensation Professional

    In my time as a Compensation Professional at PayScale, I’ve helped more than 75 organizations develop a compensation strategy to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation. Time and time again, the top two challenges I hear are that they don’t have a compensation structure in place and/or they have employees who feel they are underpaid.
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  • Wages are Up, but Some Employers are Not Thrilled

    Header_IncreasingWages_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The PayScale Index anticipates average U.S. wage growth of 0.6 percent year over year in Q4 2015, which indicates that many regional economies are bouncing back and the job market is stronger than ever. On top of that, 29 states and the District of Columbia have minimum wages above the federal minimum wage, and many more cities are increasing wages to keep up with the cost of living. All of this should be good news for employers, but some are not exactly thrilled about it.
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  • PayScale's Compensation Glossary: Part 4 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional
    Let’s review. So far, we’ve given you the cliff notes for Comp 101, Market Pricing, and Pay Structures. Today we bring you (drum-roll please), your final exam! Just kidding. There is no test, but we do have our final list of terms for you. For our 4th and final lesson, we present: Pay Concerns and Pay Raises.
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  • 2016 Compensation Budgets Looming: What Industries Support Increases?

    Header_Comp_Budget_Looming_Main Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Only a few short years ago, our nation was in economic turmoil. Organizations didn’t know where to even start creating competitive compensation offerings because of the uncertainty of things. We accurately predicted that the best thing companies could do was to hang on to their top performers and talent, pay them fairly, and use real-time salary data to gauge trends as they were happening. Now, it’s up to comp managers to up the ante with strong compensation strategies in the top growth markets.

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  • PayScale's Compensation Glossary: Part 3 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    Wow! Can you believe it that we’re half way through our 4-Part Comp Glossary bringing you closer to ‘comp’lete mastery of the compensation language?! In part 3, we bring to you: Pay Structures.

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  • Total Compensation Update: Mandatory Paid Sick Leave for Contractors

    Header_Main_SickLeave Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Last month, President Barack Obama signed an executive order granting paid sick leave to federal contractors and subcontractors. This order officially goes into effect on January 1, 2017, but companies that employ government contractors are already taking steps to better manage their total compensation programs to accommodate this requirement. What can compensation administrators expect and how can they add value to the types of salary and benefits offered to some our nation’s hardest working people?
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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 2 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    PayScale’s Comp Glossary returns! Consider the comp pros at PayScale to be an extension of your team! We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of it as your comp cheat sheet – jargon you need to put you on the fast track to becoming that cool comp kid we know you can be! In Part One, we brought you Comp 101. Today, let’s step it up a bit. But don’t worry, we’re not conjugating verbs quite yet. Today’s lesson: Market Pricing.
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  • Trouble Brewing: When the Compensation Strategy isn't Working Anymore

    header_WhenCompStrategyIsntWorkingTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Just because your organization has an established compensation plan doesn’t mean it’s working well anymore. It’s very possible that trouble may be brewing. The signs may be subtle at first, but the problems will only build until the entire thing breaks down. Now, I don’t want to scare you, but I do want to educate you on some of the symptoms of a compensation strategy that’s about to fail.
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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 1 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional


    Even the most seasoned HR professional might take a big gulp if approached by their CEO to take charge of anything comp. That’s because, despite being part of the HR department, compensation is like the cool kid at a party. You know, the one you’re afraid to talk to. A bit mysterious, intriguing, and frankly, just seems way out of your league. Comp has its own language. Sure, you’ve heard some terms before, but you have no idea what they mean so you try to avoid the conversation altogether. Not to worry! PayScale has you covered in our new, 4-part Comp Glossary. You’ll be ‘comp’letely fluent in no time.
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