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  • The ROI of HR Technology

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    Jessica Miller-Merrell, blogging4jobs

    Investing in HR technology is something that is typically done with great consideration. After all, it’s expensive, creates downtime and requires system training. Additionally, investments can be a hard sell for those outside of your department as others may not see why the technology is necessary or beneficial. While frustrating, it’s understandable when others don’t understand why HR technology is a vital part of how you do your jobs. If you’re considering new technology or pitching the idea, it can be difficult to put a number to the difference it will make, or validate your purchase by showing its return on investment. There’s no exchange of funds in your department, no sales numbers and no revenue or losses (in the traditional sense), so how do you calculate the ROI it will provide?

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  • March 2014 Product Release

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    Laleh Hassibi, PayScale

    At PayScale, we're always working hard to make our products work better, look better and be a better experience for our subscribers. Our March monthly software release improves the visual experience of our market and analytic reports and also provides an update to our MarketMatch™ data model that adds more data for our customers to access.

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  • Big data, big benefits

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    Jessica Miller-Merrell, blogging4jobs

    Analytics are a significant consideration for business areas like marketing, sales and website management, but did you know it has also landed a position of importance in the HR world? Although it may not be the first thing you think of when you consider HR skills, analysis of big data is actually becoming an important function for HR professionals and departments. Working in a profession that is very people oriented can make some people leery of trusting their decision making to numbers, but the fact is, numbers show a black and white picture of what’s successful and what’s not. When coupled with your own experience and instincts, big data can make a big difference.

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  • What to do when your employee posts nasty things about you on Facebook

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    Crystal Spraggins

    It’s a pretty common scenario nowadays. An employee with a complaint about your company gets on social media and tells the whole world how much she thinks you suck. Ouch.

    You’re not at all pleased with this display of dirty laundry and disloyalty, and your feelings are a little hurt, too. What an ingrate! Perhaps this employee should work elsewhere—you’d be only too happy to show her the door.

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  • February 2014 product release updates!

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    Laleh Hassibi, PayScale

    PayScale’s February software release not only offers a new fresh look for market reports, but also includes an easier way to build pay grades. To follow, are a few of the highlights.

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  • November 2013 software release – new Total Compensation Statement

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    Laleh Hassibi, PayScale

    PayScale’s November software release not only improves user experience and accuracy in entering labor market data, but also offers new ways to improve employee communication about Total Rewards. To follow, are a few of the highlights.

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  • Now featuring: MarketWatch and Flight Risk email alerts and more!

    PayScale Product Updates

    Laleh Hassibi, PayScale

    The development team at PayScale is continually hard at work making product improvements and creating new worthwhile features for our customers. The September 26th, 2013 update brings PayScale customers a few enhancements that improve the usability of both Insight and MarketRate products. Here are the updates PayScale customers can look for the next time they log into the product:

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  • PayScale Insight Summer Edition 2013: New Employee Pay Report Makes Compensation Transparency Simple

    PayScale Insight Summer 2013 Edition

    Laleh Hassibi, PayScale

    How well do your employees understand your compensation plan and philosophy? Though talking about pay with employees is akin to talking about the birds and the bees with your kids, often uncomfortable for everyone involved, clearly communicating compensation to employees is worth the effort. When decisions about comp levels are systematic and communicated with employees, the organization’s expectations of its employees become clear. They will know how they will be rewarded and how to reach their personal career and financial goals. By sharing your expectations, you’re also giving your employees more control over their destiny, thereby raising satisfaction and retention.

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