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  • Keep it moving: Is shorter CEO tenure better?

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    Crystal Spraggins, SPHR

    The 5-year plan

    For decades, the 5-year business plan was touted as a necessary and extremely valuable tool in the well-run organization’s tool belt. A 5-year plan keeps a company on track, by guiding leadership’s decision making about everything from infrastructure to marketing strategy.

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  • Is Higher Pay a True Employee Productivity Motivator?

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    Jessica Miller-Merrell, blogging4jobs

    Motivating employees is no easy task. Often times, there isn’t a cut-and-dry solution because there are a lot of factors to consider, from what’s going on inside the company to what’s going on with each individual employee. It can be easy to buy into a one-size-fits-all answer for how to motivate employees or to think that one major change will turn things around because it’s the simple. If just one adjustment, such as increasing employees’ pay, were all it took, we wouldn’t find it as challenging to motivate our workforce. But the truth is, employee motivation is complex.

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  • Why so many HR pros suck at supporting the employer AND the employee

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    Crystal Spraggins, SPHR

    The HR profession is not new, or even relatively new, but HR professionals continue to debate their roles.

    In one camp are those who believe HR’s purpose is to protect worker rights and interests. These so called social worker types are routinely derided by hard-nosed “business” HR folks who are clear that their role is to do whatever serves a business need, period. These types like to claim that treating employees well serves the business (i.e., reduces legal risk and potential liability), and so really, it’s all good.

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  • Yes you can still be sued for age discrimination

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    Crystal Spraggins, SPHR

    In “The Ugly Truth About Age Discrimination,” author Liz Ryan writes:

    “[Age discrimination] is the only kind of employment discrimination I know of that people talk about openly, either because they’re unaware of the laws preventing it … or because they don’t care.”

    The article opens with a story about Philip, a job seeker turned away by a headhunter who decides Philip is “a little long in the tooth for the job.”

    If you’re tempted to think that Ryan is off the mark and Philip must be a rare case (because how many people in this day and age would dare say such a thing?) you might want to think again.

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  • When turnover is a good thing

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    Jessica Miller-Merrell, blogging4jobs 

    It can be easy for those outside of human resources to see any turnover as bad news. I’ve certainly seen executives question turnover rates without understanding what’s behind the numbers. From an HR standpoint, we know that there’s bad, good and neutral turnover, and to categorize it all as a reflection of organizational management isn’t necessarily a fair assessment. Even still, we, as human resources professionals, often use an overall turnover rate as a way of measuring whether or not we are fostering a positive corporate culture, offering appropriate recognition and leadership opportunities, hiring the right people in the first place and staying competitive with our total compensation.

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  • 5 things you should know before engaging a recruiter

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    Crystal Spraggins, SPHR

    No matter how much of an employers' market it may be, at some point, most employers will opt to use the services of a recruiter.

    A good recruiter can save time (and therefore money) and help you source applicants you wouldn’t have found on your own. An excellent recruiter can even bring clarity where confusion existed by say, helping you think through the job that needs doing and who’s best to do it. 

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  • Is the American work ethic really dead?

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    Crystal Spraggins, SPHR

    I read an article the other day that boldly proclaimed:

    "The work ethic in our great country is going straight down the tubes and if that doesn't change, we're in BIG trouble!"

    The author, a motivational speaker who travels around the country, went on to present as evidence the stories he’s heard from employers throughout the U.S. about lazy, entitled America workers who want pay increases for no reason whatsoever even as they casually shuffle into work wearing PJs and flip flops.

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  • Do workplace perks increase employee engagement?

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    Jessica Miller-Merrell, blogging4jobs 

    Many years ago, workplace perks were few and far between but these days, nearly every company offers some kind of perk for its employees. In order to stay competitive, recruit the best of the best and keep employees happy, it’s vital to consider not only what employees can do for you but also what you can do for them. It would be easy to say off the cuff that employees are more engaged when you give them bonus perks in addition to their normal compensation but it’s important to really look at if and why this is true.

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  • Why did my employee quit without notice?

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    Crystal Spraggins, SPHR

    You thought you had a good relationship with this employee. As far as you’re concerned, you were a decent boss. You treated the employee fairly, were supportive of his work, addressed him respectfully, and said “please” and “thank you.” You may even have gone out of your way to provide this employee meaningful development opportunities or a bigger salary.

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  • One of your best employees just got a job offer. Should you counter?

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    Crystal Spraggins, SPHR

    You’d seen the signs (such as increased absenteeism, reduced enthusiasm, decreased participation at meetings, decreased output, and so on), and you had a pretty good idea that something was amiss. But still, when one of your best employees told you she’d received another job offer, your felt a little sick to your stomach.

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  • Want to know how to inspire and retain employees? Get Pay for Performance right

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    The hallmark of a successful organization is one in which employees happily produce top results each day and do this organically without a lot of “hand holding” from management. However, what is the secret to attaining this level of greatness?

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  • 5 reasons why you need an Employee Assistance Program

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    Crystal Spraggins, SPHR

    The first employee assistance programs (EAPs) were established in response to the growing problem of alcoholism among white-collar workers.

    Eventually, however, the programs evolved into what they’re known for today—providing confidential support to employees with mental, financial, childcare, substance abuse, and other personal problems.

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  • How big data will change human resources

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    Jessica Miller-Merrell, blogging4jobs 

     

    We’ve seen it in so many other industries over the last decade or so. Datafication, or using large amounts of data to report, analyze and predict, has revolutionized the way companies such as Wal-Mart, eBay and Amazon do business and now it’s the Human Resources profession’s turn to hop on the train. Sure, we will use it in different ways, but similar to the way Amazon knows which shoes I’m dying to have in my closet, we will eventually get to the point where we know the type of employee the organization needs, how long they will likely stay with the organization and nearly every step of their progression within the company, without even having to think about it.

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  • Have a new hire? How to guarantee the least amount of loyalty in no time flat

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    Crystal Spraggins, SPHR

    With all that’s been written about the importance of employee engagement, you’d think our workplaces would be brimming over with programs, policies, and procedures to entice employees to stay put forever and a day while doing their best work ever.

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  • What are workforce analytics and why do you need them?

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    Jessica Miller-Merrell, blogging4jobs 

    Your Human Resources department most likely gathers and analyzes workforce data on a daily basis but you may not even realize that’s what you’re doing or how you can make the most of it. If you’re like one of the hundreds of thousands of companies that have upgraded their technology in the last several years, you probably have a wealthy of data about both past and current employees that you could be utilizing for more than just informational purposes. Though it does require some investment to establish criteria and additional databases, most companies have the beginnings of a fruitful workforce analytics system right under their noses.

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  • 3 ways to use workforce analytics to forecast your next hire

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    Jessica Miller-Merrell, blogging4jobs 

    Forecasting your organization’s hiring needs is one of the most difficult things to do. To really have a good idea of your hiring forecast, you’d have to have an incredible sense of your workforce’s attitudes, expectations, workloads and even personal lives. In fact, it would require almost daily follow up to keep a constant read on the situation. This is just one of the reasons that it’s difficult to anticipate which business areas will have positions to fill and when. However, there is a way to proactively gauge hiring needs without all but asking employees when they plan to quit. The answer lies within your workforce analytics.

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  • Big ego, small ego: Google’s Laszlo Bock talks humility in the workplace

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    Crystal Spraggins, SPHR

    Just about anyone who writes about the workplace can agree that American companies are facing a serious leadership void.

    In a recent survey, nearly 70 percent of employees reported not liking their jobs.

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  • PTO policy - what are your obligations as an employer?

    PTO policies

    Nearly every workplace has a paid time off (PTO) or earned time off policy to compensate employees who must take time off for personal reasons. This can sometimes be a complex benefit to manage, leaving human resource professionals wondering if they should even offer it in the first place. After all, what does a company have to gain by paying employees for time not worked?

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  • Warburg Pincus invests up to $100 million in PayScale

    Happy Day at PayScale

    Laleh Hassibi, PayScale

    In 2013 we added more than 700 new customers. We now power smarter compensation decisions for more than 2 million employees, and more than $85 billion in compensation spend. This grows every day. Learn more about a few of PayScale’s customers on our website.

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  • Measuring performance with workforce analytics

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    Jessica Miller-Merrell, blogging4jobs 

    Workforce analytics is earning its place in Human Resources departments but it can be a chore to determine how it fits into yours. The concept can be used in so many areas, from recruiting to hiring to learning and development and development. It cuts down on the guess work in many cases, helping to identify trends and have a good idea of what an outcome will be before its even reached, so it’s no surprise that it’s now reaching into employee performance evaluations.

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