• Research Gone Wild!

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    Tim Low, PayScale

    Love in The Office
    Maybe you know how we get the best, freshest salary data and maybe you don't. It's actually pretty simple—if completely different than the old-school, employer-submitted way—we crowdsource it every day. People who want to know what they themselves are worth in the market contribute information on their current position and salary to get an accurate salary report for themselves. We make our data available in aggregate to our business software customers so that they can pay the right way, stay on top of market trends in their industry, etc.
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  • Five for Friday: Rogue Behavior

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    Laleh Hassibi, PayScale

    From Super Bowl Monday hangovers to potential issues around office romances, rogue employees can wreak havoc on businesses. Some behaviors are more serious than others. This week's roundup takes a look at some of the stories about employees' rogue behavior. What are your company policies around bad behavior in the workplace? Do you have any? 

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  • Equity Compensation – Restricted Stock Shares, Always a Great Tool, Sometimes

    Stickman - Equity Compensation - RSS
    Dan Walter, Performensation

    Restricted Stock Shares (RSS), often called Restricted Stock Awards (RSA) or even more simply Restricted Stock, have been used longer than any other equity compensation instrument. Companies have used variations of restricted stock for almost as long as stock has existed. While ISOs and NQSOs are “appreciation only” awards, RSSs are Full Value Awards (FVA). RSS awards are unique in that they require the issuance of real stock as of the date of the award. Restricted Stock is a confusing term since it can refer to at least three major categories of stock. 1) Stock issued prior to registration with the SEC under the 1933 Act; 2) Stock issued to affiliates of the company who are subject to Rule 144 filings; 3) Stock that must meet time and/or performance conditions before it can be freely transferred. For the sake of this post, I will only cover the last of these.

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  • The Performance Review. Formal or Informal?

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    Jessica Miller-Merrell, blogging4jobs

    A performance evaluation is an opportunity for a manager and an employee to meet and discuss the employee's job performance, organizational priorities, and performance goals. For employees this process can be something they dread or look forward to. Despite being a star employee there might be things that they can still improve on but receiving that type of feedback can feel like being put in front of a firing squad. As new generations continue to enter the workforce the way they receive feedback varies. Formal processes can seem daunting, where an informal review might put them at ease.

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  • 5 For Friday: Hold on to Your Health

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    Laleh Hassibi, PayScale

    With flu season hitting us hard and plenty of people coughing and oozing all around us, a focus on the buzz around staying healthy at work seemed appropriate. It's also National Heart Month, so there are great ideas floating around the internet to help you get back to good health. Here are five of our favorites.

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  • The Human Capital Management Revolution

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    Tim Low, PayScale


    It is HR's time in the sun. Technologically-speaking, that is.

    While the past several decades have delivered ever more sophisticated capabilities to businesses in the form of software, analytics and transaction processing tools, HR was always a bit of an afterthought. Oh, there was the PeopleSoft wave of the 90s and even an ongoing flirtation with 'employee self service' which was really aimed at getting the employee to do the data entry so that HR didn't have to hire clerks to do it. And while these systems—often closely tied to financials because the real goal was to get payroll right—provided some benefits, they were mostly administrative, not game-changing.

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  • Should You Offer E-Learning or Classroom Opportunities to Employees?

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    Jessica Miller-Merrell, blogging4jobs

    A key component in the mix of employee retention strategies is to offer employees career development opportunities. As the war for talent heats up in 2013, retention has become a primary concern for many employers. But what kind of education do employees want and how do you give them a valuable opportunity in a cost-effective manner?

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  • Was the Lilly Ledbetter Act Enough?

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    Laleh Hassibi, PayScale

    “Our journey is not complete until our wives, our mothers, and
    daughters can earn a living equal to their efforts.”
    -President Obama's Inauguration Speech, 2013

    Today marks the fourth anniversary of President Obama's signing of the Lilly Ledbetter Act. Though it may not have been enough to close the gender gap, other important advances, like data-driven software, have helped the cause tremendously. Let's first take a look back at highlights of the Lilly Ledbetter Fair Pay Act:

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  • 5 for Friday: Reward Zone

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    Laleh Hassibi, PayScale

    This week's Five for Friday focus is on employee reward and recognition programs. Below are highlights of the week's articles on the subject. A consistent theme is to reward often, even if it means the rewards are smaller. As long as they are meaningful and timely, you'll fnd success in your rewards program.

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  • Advance Your HR Career and Get a Chance to Win an Extra Paycheck!

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    We spend a lot of time in the Compensation Today blog talking about attracting, motivating, rewarding and retaining employees, but what about your own career? Have you thought about what you'd like to change to keep yourself on track with your career goals? Maybe you want to earn more money or finally earn that promotion. Maybe it's time to begin working on an advanced certification, like a PHR or SPHR. Have you often thought about getting an MBA in Human Resources? Or, perhaps, you might be ready to switch careers and start over in a new field. Big career goals like that can be daunting—where do you begin? It's simpler than you think. Start with three words: Make It Happen.

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  • Need a Break From Work? Take an Email Vacation!

    Email vacation
    Jessica Miller-Merrell, blogging4jobs

    How many times have you checked your email today? Is your email always up and ready to be checked every time you get a pop-up notification? Do you have notifications set up on your smart devices to make sure you never miss an email? Is email proving to be a distraction that's keeping you from all your other HR duties? If you’re anything like me, this sounds all too familiar. Email has begun to dictate our lives whether it is for discount codes or the newest business opportunity.

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  • HR Has Growing Pains Too

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    Evan Rodd, PayScale

    I recently made a life decision that is both scary, and exciting: I have taken the plunge and re-entered academia after some time away. When I was younger, I was on track to earn a degree, but my focus was fuzzy and I felt uncertain of the path I wanted to take. Had I stuck to my school guns, I would have probably pursued a BA in music, or an arts-based field. I don’t mean to bemoan these career paths, but given my current interests and ambitions, I’m glad I made the decision to wait to go to school.

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  • 5 For Friday: High Fives

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    Laleh Hassibi, PayScale

    It seems that five is the magic number in blogging these days. There are five steps to achieving anything and five key things you need to know about any given subject. Along those lines, we present you with our picks for five of the best five lists of the week.

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  • The Carrot Principle

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    Jessica Miller-Merrell, blogging4jobs 

    The Carrot Principle unwraps one of the most in-depth management studies ever undertaken. Involving nearly 200,000 people over a ten-year period, it showed that the most central characteristic of any successful manager is that they offer frequent and effective recognition to their employees on an ongoing basis. Productivity skyrocketed when managers took a hands-on approach to constructive praise and gave small, yet meaningful, rewards that motivate employees.

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  • CFO Corner: What the Heck is Realizable Pay (and why you need to know…now)

    Stickman - Realizable Pay
    Dan Walter, Performensation

    In the good old days, determining total compensation was fairly easy. Always wrong, but easy. For any given year you just added up what you paid people in base pay, what you expected to pay them in bonuses, other cash incentives, and the Fair Value (or a reasonable equivalent) of equity at the time it was granted. Public companies disclosed this information and shareholders were left to make their own projections from there. There has been a fairly rapid movement to a measurement called “realizable pay” (the current/recent value of outstanding pay). This metric may also be combined with “realized pay” (the value of exercised or otherwise delivered pay) in an attempt to provide a more accurate picture of total compensation and its alignment to company performance.

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  • Drugs at Work. Does Allowing Marijuana Make You a Better Employer?

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    Jessica Miller-Merrell, blogging4jobs

    If your employees are looking to be out of a job in the near future, let them keep on smoking their ‘legal’ joints. There are currently 19 states that have enacted legislation making it legal to use marijuana for medical purposes, which is nearly half of the United States. Does your company currently operate in one of these states? What about in the future? How will you handle medical marijuana in the workplace?

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  • 10 Questions to Ask When Choosing a Payroll Service Provider

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    As a small or startup business professional, payroll might seem like the last logistic you’d like to figure out. Your first crucial human resources investment should be in tools to get compensation right, but after that it makes sense to take a look at automating other HR processes, such as payroll. Learning how to file business taxes and payroll paperwork might not be your idea of time well spent, so hiring a payroll provider could be a strategic option.

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  • 5 For Friday: Ladies First

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    Evan Rodd, PayScale

    Now, more than ever, women are claiming their rightful place in the workforce. From HR to CEOs, the gender gap is rapidly decreasing, yet unequal salaries still remain. Why is this? Our weekly blog review examines how sisters are doing it for themselves.

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  • The Q4 2012 PayScale Index Shows Continued Wage Growth

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    Even with the uncertainty brought about by the federal government’s budgetary issues, Q4 2012 proved to be yet another strong quarter for wage growth. Wages for most cities, industries, job categories and company sizes tracked by The PayScale Index are the highest they’ve been since 2006 and every measure of The PayScale Index experienced an annual growth in wages.

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  • Are We Closing the Gender Gap at Work?

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    Jessica Miller-Merrell, blogging4jobs

    More than 50 years ago women earned about 60 percent on average of what men earned when working year-round full time. That percentage was steady up until the 1980s when there was considerable progression in the movement. The percentage then increase to about 72 percent where it has remained for nearly two decades only rising by 5% in the past 20+ years.  

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