• CFO Corner: Cloud Comp, Cloud HCM, Cloud, Cloud, Cloud

    By Tim Low, VP of Marketing, PayScale.com

    You can’t swing a dead cat these days without hitting a mention of the cloud.There’s a reason for that. Cloud technologies, applications and vendors are treating HR and business customers to a whirlwind of innovation not seen in, well maybe never.  

    Cat
    No animals were harmed in the
    making of this blog post.

    Two recent articles are great ways to start to understand the direction HR technology is heading and the impact the cloud is having on organizations. In a great piece in CFO Magazine, David McCann writes about A Cloudy Revolution for HR Tech Arena. I highly recommend it if you’re interested in starting to understand the state of HR technology and the rapidly-evolving apps that are fast becoming must haves for businesses of all sizes.

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  • Employee Retention: Thinking Beyond Salary

    Compensation is More Than a Paycheck

    By Tripp Ritter, PayScale.com

    Bigstock-Religion-death-and-dolor--f-24592586Employees join and stay with companies for more than just their paycheck. They care about what the company offers in total. It's a combination of factors that make a company the right place for them. Sure, the paycheck is a key part of compensation and it is the one that we talk about the most, but it is not the only element in a compensation strategy. Smart companies come up with a thoughtfully-constructed package of pay and benefits to make sure they have the right mix of employees for business success.

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  • HR Career Advancement: MBA, Certification, or Neither?

    What's the Best Choice? It Depends.

    Should an HR professional seeking to gain a higher salary invest time and money into earning an MBA, a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification, or just working hard on the job? According to new research by PayScale, the answer depends on your job role. For HR specialists, senior HR managers and HR directors, earning either a certification or MBA is usually better than not, but one is often better than the other.

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  • Non-profits: Find Safe Harbor in the Talent Wars

    Be Smart about Compensation With Good Data

    We're the experts in compensation data, so it's no surprise that we field compensation questions from private corporations all day long. What's new is that more and more non-profit organizations are coming to us make sure they find safe harbor in their executive compensation decisions. They look to us because our data and tools can help prevent the imposition of severe tax penalties applied by the IRS to punish executive compensation they deem excessive.

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  • CFO Corner: Retaining Top Performers

    You Can't Hit Your Numbers Without Your Top Performers

    Note: This is the first of a series of posts geared towards CFOs, finance and how HR can work effectively with Finance.

    Retaining talent is one of the most important tasks for C-level executives today. Losing top performing employees can severely weaken a business, and recent research shows that high performing employees are the ones most likely to be seeking work elsewhere. Keeping hold of top talent, as well as keeping them away from your competition, is a matter of avoiding common compensation mistakes and developing an effective compensation strategy.  

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  • 2012 Trends in Pay – U.S. Salary Growth

    Drill Down Deeper

    If you are creating compensation plans in the coming months, make sure you use the right data, advises Katie Bardaro, PayScale's lead economist. Looking at the wider economy, you hear news of sluggish hiring and persistent unemployment. If you just used that information, you could assume that the competition for talent is relatively light. For some companies that may be the case, but to make the best compensation decisions for you company, you need to drill deeper, according to Bardaro. The PayScale Index, which was recently updated, provides detailed data on the U.S. salary growth rate across the entire economy, but also at the metro, industry and job category level. Below are some of the details it reveals.

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  • Employee Promotions. Performance or Relationships?

    Many Employees Are Discouraged

    A recent research study shows employees believe that promotion is more a matter of personal connection than a reward for performance. The study found that 44 percent of respondents believe that relationships drive promotion. Only 39 percent cited performance as the most significant factor for career advancement.

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  • Establishing Pay Grades: An Essential Step for Growing Companies

    How Pay Grades Protect and Serve Your Business

    By Tripp Ritter, PayScale.com

    Once a company reaches about 100 employees or more, they have grown to a size where it may be time to move beyond pricing jobs on an ad-hoc basis. The management of salaries, when each individual job has its own pay range, becomes increasingly challenging. Putting pay grades in place eases the management burden and provides additional benefits, including protection against pay equity claims, defining career paths for employees and protecting the company from overly aggressive hiring practices. We discussed this tricky transition with PayScale Compensation Consultant , Melissa Quade, CCP and below you can read her advice.

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  • What I Saw At SHRM

    Connecting with People and Sharing Our Knowledge

    By Tim Low, VP of Marketing, PayScale.com

    I'd like to share a few observations from a SHRM national first timer (I am a software guy, and have never been to a SHRM conference before).

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  • Best and Worst Jobs for Wage Growth [infographic]

    Transportation and IT Climb Fastest In Q2

    Doing any hiring in the coming weeks or months? Making salary decisions will be easier if you have up to the minute information on the trajectory of wage growth in your industry. As we reported last week in "Wages Are Up...Everywhere," the Q2 2012 results from The PayScale Index, reveal that for the first time since 2009, wages are up in every industry and job category tracked by the Index.

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  • Best and Worst Cities for Wage Growth [infographic]

    Can you guess whether Seattle or San Francisco has had the best wage growth over the last six years? Or, how much Detroit's recent economic gains have improved wage levels there? PayScale's Q2 2012 results for The PayScale Index reveal the best and worst cities for wage growth since 2006.

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  • Wages Are Up... Everywhere

    We've witnessed the struggles, the ups and the downs, as wages from various industries and job families have tried to recover from the recession. Employers have wondered if it is time to hand out raises and how big to make them. Well, the signs of struggle have been decreasing in the last couple of years and in Q2 2012, they nearly disappeared altogether.

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  • What's Happening in HR: News Round-Up

    Paycheck Fairness Act Poll Results Just In

    A few weeks ago, in "Poll: Your Opinion on the Paycheck Fairness Act," we asked readers to tell us what they thought about the proposed Paycheck Fairness Act. A little over 100 of you let us know. As the results below show, about half of those who answered agree with Mykkah Herner, who expressed his reluctant opposition in "The Paycheck Fairness Act is The Wrong Fix." Only a third of respondents support it.

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  • Bringing Finance and HR Together

    How to Better Connect Finance and HR

    Finance and HR now have a powerful, data-rich tool with which  to cooperatively manage compensation strategy and its impact on the business. PayScale's Insight product team recently released an executive summary reporting tool that succinctly provides the information finance and HR leaders need to ensure that the company's compensation strategy yields its promised returns. The report gives finance and human resources a dashboard that lets both know when the compensation engine is humming, and also provides warnings of potential issues.

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  • Poll: Your Company's Support for PHR or SPHR Certification

    Are Companies Paying for HR Professionals to Advance?

    While it's well understood that HR professionals’ career advance more easily with a PHR or SPHR certification, the impact had, until recently, been unquantified. As we previously reported in "Infographic: The Impact of the PHR and SPHR on Careers," PayScale researchers have made the value of gaining certification clear. Those professionals who hold a certification earn more money and get promoted faster. What's more, the advantage is seen in a variety of industries and locations. For the hard numbers, be sure to read the full report.

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  • A PHR or SPHR Certification Means Money

    PHR and SPHR Certifications Boost Pay in Nearly All Sectors

    No matter where you live or where you work, earning a PHR or SPHR certification means a higher average salary. That’s among the findings of the research behind PayScale’s new report “Worth It? The Value of the PHR and SPHR.” PayScale analysts looked at the median pay for a given job title and compared those that held either a PHR or the SPHR with those that did not. They then rolled up these values to analyze the impact of a PHR or SPHR on salaries in entire metros and industries. Across ten largest metros and ten of the most significant industries, holders of one of the two certifications on average make significantly more than those who do not.

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  • Infographic: The Impact of a PHR or SPHR on Careers

    Shifting HR Careers into Overdrive

    In competitive job categories like HR, careers can often feel like they are stuck in the slow lane. The new PayScale report "Worth it? The Value of the PHR and SPHR" reveals that attaining a PHR or SPHR certification is a powerful way to break out and accelerate a HR career.  

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  • Play to Win the Talent Wars

    Get the Edge You Need to Retain and Recruit the Top Talent

    Did you miss PayScale's Talent Wars events? Well, now's your chance to get a taste of the insights and advice the attendees got. In the keynote presentation below, PayScale's Director of Professional Services Stacey Carroll provides strategic guidance for companies seeking to retain their top talent, as well as attract the people that will help their company hit key targets. Pour yourself a cup coffee, grab a notepad and get ready to learn.

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  • The PayCheck Fairness Act Is the Wrong Fix

    Confessions of a Feminist on the Paycheck Fairness Act

    It’s with a heavy heart that I realize that it is ok with me that the Paycheck Fairness Act didn’t pass the Senate. While I value equal pay, my beliefs about what needs to happen in order for that outcome to be achieved have to be balanced with my beliefs about the law and how businesses should be run.

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  • Three Cool Tech Jobs That Didn't Exist 15 Years Ago

    The New Jobs Employees Want

    When we were kids, our teachers told us that the jobs we'd have as adults didn't even exist yet. We of course they assumed they were referring to "Astronaut Princess" or "Professional Pony Namer." Unfortunately, those jobs haven't materialized. But some of the ones that have appeared instead are pretty cool -- plus, they pay well.

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