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  • Does Your Company Have Internal Pay Equity?

    Internal pay equity The Importance of Internal Pay Equity: How to Ensure Fair Pay

    Now more than ever, employers need to be able to explain their pay decisions. Besides living in culture where online salary information is free and abundant, the Lilly Ledbetter Fair Pay Act signed into law by President Obama has increased the liability to employers to ensure that you have equitable pay practices. It is easier now for your employees to win an expensive and embarrassing lawsuit.

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  • Q&A Session - What is the Manager’s Role in Organizing Human Capital?

    Webinar Webinar Q & A – Human Capital Management in a Tough Economy: Ways to Cut Employment Costs


    Compensation Questions, Answers and Ideas from our Webinar on Human Capital Management

    The following is a transcript of the discussion that followed PayScale’s webinar, Human Capital: What is a Manager’s Role in Managing Human Capital? The main topics covered in this discussion focus on how cost-cutting programs have been implemented to benefit both employer and employee. Questions, comments and answers are provided by individuals that participated in this webinar, as well as PayScale’s webinar leader and director of customer service and education, Stacey Carroll, M.B.A., SPHR. Stacey Carroll is listed by her initials, SC, and participants are listed either by name or number.

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  • Identifying High-Potential Employees

    Workforce Development How to Recognize the Characteristics of a Good Employee

    Among the handful, or perhaps hundreds, of employees at your company, it can sometimes be tough to identify who are the high-potential employees that are really making a difference in your overall success, and who are the employees that are simply at or below average.  You want to know who your high-potential employees are so you can reward them and make sure they stay in your organization. What exactly do top employees offer, and how can you identify the characteristics of a good employee?

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  • Creating a Workforce Development Plan

    Planning Putting Forecasting in Focus – Part 2: Adjusting Your Workforce Development Plan to Changes in Workforce Supply and Demand

    In a recent Compensation Today blog post, “Workforce Planning: Putting Forecasting in Focus with Workforce Forecasting Techniques,” I suggested some basic steps to forecasting your workforce supply and demand, and developing a workforce strategy that helps your company reach its goals. As I mentioned then, workforce forecasting is an art, not a science. Once you’ve collected the needed data and created a plan, it’s inevitable that circumstances both inside and outside of your organization may change – from the availability of certain talent in the workforce to internal support for your workforce development plan from executive and non-executive levels.

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  • How to Forecast Your Workforce

    Workforce Forecasting Putting Forecasting in Focus – Part 1: Workforce Forecasting Techniques

    Making sure a new employee understands their benefits, or that discrepancies in pay are addressed, both rank high as crucial HR functions. But, according to Jaime Hale of the global consulting firm Watson Wyatt Worldwide, there is one HR responsibility that tops all functions of an HR department: workforce planning. Hale describes it as “the most strategic work HR can do. It’s really the umbrella over all other services HR provides.”

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  • Typical Salary Ranges for Today’s Market

    How to Set Typical Salary Ranges for Your Organization

    In our business here at PayScale, we work with a lot companies who have reached the point where it’s time to establish a formal compensation program. They come to us with lots of questions about how this is done and where they should start in determining typical salary ranges. So, how do you know if it’s time to create formal salary ranges at your organization? 

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  • Q&A Session - Salary Range and Internal Pay Equity Questions

    Mission Impossible: Managing and Mitigating Internal Pay Issues


    Compensation Questions and Answers from Our Webinar on Managing Salary Ranges and Internal Pay Equity

    The following is a transcript of the question and answer session that followed PayScale’s webinar, Mission Impossible: Managing and Mitigating Internal Pay Issues. The main topic covered in these questions is how to negotiate pay raises and cuts with current employees. Answers are provided by PayScale’s webinar leader and director of customer service and education, Stacey Carroll, M.B.A., SPHR.

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  • How to Write a Job Description

    Writejobdescription Tips for How to Write a Job Description that Attracts the Best Candidates

    Most of us have read job descriptions that give us no idea what a job is about. These are examples of written job descriptions that aren’t useful. They don’t work. A good, functional job description should clearly and simply state what the job is, in detail. Writing a job description that communicates this well can be daunting, especially if you’ve never created one before. But, truly, learning how to write a job description is not that difficult once you break down the process into separate parts.

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  • Merrill Lynch Executive Compensation Bonuses

    Executive Executive Compensation Bonuses Gone Over the Top: Ken Lewis, CEO of Bank of America, Under Serious Scrutiny

    In September of 2008, Merrill Lynch admitted that it couldn’t pay its bills anymore. But, just before it ended its final quarter of business, Q4 of 2008, Merrill Lynch gave out nearly $4 billion in executive compensation bonuses.

    Come again? Say what?

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  • Q&A Session - Employee Retention Ideas and Suggestions

    Webinar

    PayScale’s Most Frequent HR Questions - Employee Retention Ideas for Retaining Top Performers


    Questions and Answers from Our Employee Retention Webinar

    The following is a transcript of the question and answer session that followed PayScale’s webinar, Employee Retention: High Impact Performance Management for Engaging and Retaining Your Top Performers. The main topics covered in these questions are evaluating employee performance and pay-for-performance programs. Answers are provided by PayScale’s webinar leader and director of customer service and education, Stacey Carroll, M.B.A., SPHR.

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  • Executive Compensation Package Analysis

    Execcomp Civilization and Impulse Control: An Executive Compensation Package Analysis

    Over the years, this view of civilization has stuck with me: Civilization is defined as impulse control. If this is so, how does outlandish executive compensation fit into civilization?

    The poster illustration for uncivilized behavior, it seems, could be the greed of outrageously excessive executive compensation packages. Richard Fuld at Lehman Brothers, for example, made $484 million in 8 years as he ultimately drove his company out of existence.

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  • Importance of Writing Job Descriptions for HR Success

    Writingjobdescriptions The Importance of Writing Job Descriptions: Why Is Writing Job Descriptions Necessary?

    Some HR professionals consider writing job descriptions a waste of time. They complain that it is a task they cannot make time for, plus they have to update them constantly. I can hear these folks now, “Who has time for this? What’s in it for me? I’ve got other more important things to do.”

    Here’s the deal. You must look at updating and writing job descriptions as essential. They are one of the most effective employee communication tools for managers, recruiters, and perspective employees. Depending on who you are - employee versus manager, for example - your perspective on the importance of job descriptions will be different. Everyone knows that job descriptions take time to create. But, when you doubt if you should make the time to develop job descriptions, my response is, “How can you not make time?”

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