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Is it time to ban bossy? 5 reasons your HR department is driving everyone crazy What to do when your employee posts nasty things about you on Facebook Snackable Content
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  • HR Matters to Company Success

    Time to Shine: HR Matters and This Is Why

    By Bridget Quigg, PayScale

    What is happening in the world of human resources and compensation? We continue our conversation with PayScale’s Chief New Business Officer Dave Smith about trends he sees among PayScale’s customers.

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  • Successful Multimedia Presentations

    How to Create Multimedia Presentations that Connect with Your Audience

    By Bridget Quigg, PayScale.com

    As an HR professional working in compensation, you not only have to know your labor market, understand your company goals, beware of pay inequity, retain top talent and develop pay for performance, you must be able to communicate all of your ideas to your executive team and the rest of the company. Does that last task sound daunting? Here is some help from an expert on engaging multimedia presentations.

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  • Update on EEO-1 Filing and VETS Forms

    EEO-1 Filing Due But VETS-100 and 100A Delayed

    The deadline is approaching for many employers to report to the federal government the ethnic, racial, gender, and veteran composition of their workforces. Specifically, if you are a covered employer, you must file the Employer Information Report, Form EEO-1, by September 30, 2011. But, thanks to a technical glitch, the VETS-100 and VETS-100A forms are not due until November 30, 2011.

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  • Online Reputation Management

    Good vs. Bad: Online Reputation Management

    How robust is your company’s online reputation? Do your current or former employees publish positive or negative information about you? As an HR professional, in charge of bringing new employees on board, you must actively monitor and improve your online reputation if you want to snag the best talent and grow your business.

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  • Bon Voyage, Across-the-Board Increases

    Farewell to Across-the-Board Increases

    By Bridget Quigg, PayScale.com

    Everyday PayScale’s sales team, account managers and executive leadership talk to HR professionals about what is and isn’t working in compensation. We sat down recently with PayScale’s Chief New Business Officer, Dave Smith, to find out what he has learned from our customers and why he’s convinced that across-the-board increases are dead.

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  • Healthcare Reform: HR’s Golden Opportunity

    Don’t Be Shy: Take the Lead on Healthcare Reform

    Healthcare reform is a hot topic right now. I am not an expert on it, and you may not be either. But, if you are an HR professional, you need to get educated and prepare to take the lead on your company’s attempt to make sense of healthcare.

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  • 2011 SHRM Conference Speakers

    SHRM 2011: How to Improve Your Company Culture

    At the SHRM 2011 national conference in Las Vegas, two speakers, Arianna Huffington and Sir Richard Branson, approached the issue of company culture from two different angles. Both of which ask employers to raise their games.

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  • Zappos CEO’s Success Secrets

    Company Culture: Lessons from Zappos CEO Tony Hseih

    How do you approach the culture at your company? If you haven’t thought about that question recently, it likely needs attention. A well-defined culture can bring you great business results. Just ask Zappos’ CEO Tony Hsieh, author of “Delivering Happiness.” He spoke at the SHRM national conference in Las Vegas this year about the importance of company culture in bringing success to a company.

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  • More Time Off? Tricky Pay Decisions

    Vacation Issue: Partial Days for Exempt Employees Q&A

    Nonexempt employees only have to be paid when they work, so they may take partial unpaid vacation days any time an employer authorizes the time. But what about exempt employees? Find out how the FLSA exemption regulations limit unpaid time off of less than a day for these employees.

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  • Essentials for Incentive Plans

    On Your Mark, Get Set, Wait… Before You Go:
    Essentials for Incentive Plans

    Before you add an incentive plan, there are several considerations to address to get ready. Answer these seven questions to assure you achieve success.

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  • Simple Incentive Plan Design

    Use “Line of Sight” to Keep Incentive Plans Simple

    More and more organizations are bringing incentives down to lower levels within the organization. They want employees to have a piece of their compensation that is variable. But, they often complicate their efforts.

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  • Employee Retention and Engagement

    Be Bold and Reward Only What You Want

    It’s challenging to design an incentive program that actually rewards top performers, and only top performers. But, it is more expensive, in the long run, to leave them under-rewarded. If you don’t believe that is true, keep reading. If you are afraid you don’t have the time and resources to reward their success, keep reading, too. In business, you will pay when you reward them or pay when you lose them. You decide.

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  • Beware of Verbal Discrimination Complaints

    FLSA: Supreme Court Rules Oral Complaints Valid

    An employee, Aziz, continues to complain about off color jokes during his staff meetings. He feels that his colleagues poke undue fun at his religious head cover, but at no time puts his concerns in writing. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Aziz is clear with the boss that he feels uncomfortable in his job given the jokes.

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  • How to Communicate About Total Compensation

    How to Communicate About Total Compensation

    Perhaps you know this scenario. You have a great total rewards package for your employees – competitive salaries, benefits, professional development and training - even a comprehensive EAP. Everything is in place. Then, one day an employee asks you a seemingly simple question about their benefits. You ask yourself, “Why are they asking me this? Shouldn’t they know that already?”

    You may need to work on a key aspect of your compensation package – communication.

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  • Meal and Break Laws: Be Smart and Beware

    Your Meal Break Policy: Six Topics to Cover

    Meal breaks are a necessary component of every employee’s day and may be required by your state. Find out the six topics you should consider to make sure your meal break policy is legally compliant and effective.

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  • How to Talk to Leaders and Employees About Compensation

    How to Talk to Leaders and Employees About Compensation

    Here on Compensation Today, I often encourage HR pros and business leaders to take more time with their compensation planning. And, with our PayScale clients, we carefully break down the process and go over every detail. But, then what? It’s then time to carefully communicate the results with the rest of the company. And, that process is often done too quickly. I believe that if we don’t spend as much time and energy communicating about our compensation system as we do with design and implementation, then it will almost certainly fail.

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  • HR Approach to Harassment at Work

    How to Deal with Workplace Harassment

    One of our human resources responsibilities is to proactively assure we work in environments free from unlawful harassment. No harassment of any kind is positive in a work place culture, but not all is illegal. For example, if you insist on wearing polka dots with plaids, the more fashion conscious in your group may harass you for your fashion taste. While you may find that annoying, especially since you are clearly the more fashion forward one, it is not illegal.

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  • Employee Benefits Plans Communication

    Responsibility Rests on Both Sides in Health Benefits Communication

    A May 2011 case before the U.S. Supreme Court, Cigna v. Amara, centered on whether critical information about Cigna’s pension benefits were properly communicated in the company’s Summary Plan Description (SPD), a federally required summary of plan benefits that must be distributed to employees, retirees and beneficiaries. At the heart of the case is the employees’ contention that Cigna failed to fully and clearly disclose a change in its pension plan which, if employees had understood it, might have spurred them to retire or take another job.

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  • Human Resources Managers Know

    The Honor of Working in Human Resources

    For the last three years, I have had the privilege of talking to many Human Resources professionals in the United States and Canada. There is a border between some of us, and we are in a multitude of industries, yet one thing remains constant: we know what is really going on with pay in our companies.

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  • Canadian Pay Trends

    Welcome, Canada, to The PayScale Index!

    By Bridget Quigg, PayScale.com

    Last week, PayScale released the most recent results for The PayScale Index, covering Q2 of 2011. And, for the first time ever, The PayScale Index included information about Canadian national pay trends. Guess what? Wages in Canada are growing overall, unlike the US where wages are flat, nationally. Canadian employers, you’d better be have a plan to benchmark positions against current data and work to retain your top performers. Your labor market is heating up.

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