• ‘Tis the Season for Rising Health Care Costs – Managing Total Compensation Changes

    Header_RisingHealthCare_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    While everyone is out doing their holiday shopping and headed for parties, there’s an undercurrent of change coming that will affect nearly every American in 2016. Wages are up according to the most recent PayScale Wage Index findings, but these wages are going to have to be stretched even further because of rising health care costs. How will employers manage their total compensation strategy for the coming year in order to remain competitive?
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  • Seasonal Hiring Steady for 2015 Holiday Season, but is Pay Spiraling Downward?

    Header_Holiday_Wages_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    This time of year always sees an increase in hiring additional people to cover the busy holiday season, at least on a temporary basis. It can be a good time to earn a little extra cash for gifts and starting the New Year right by paying off debts. But, a recent survey indicated that while employers expect to hire a similar number of seasonal workers, the pay rates for these temporary employees may be decreasing.
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  • Why Increasing Pay Isn’t Always the Answer

    Header_Talking_Comp_MainSonnet Lauberth, PayScale Compensation Professional

    In my time as a Compensation Professional at PayScale, I’ve helped more than 75 organizations develop a compensation strategy to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation. Time and time again, the top two challenges I hear are that they don’t have a compensation structure in place and/or they have employees who feel they are underpaid.
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  • Wages are Up, but Some Employers are Not Thrilled

    Header_IncreasingWages_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The PayScale Index anticipates average U.S. wage growth of 0.6 percent year over year in Q4 2015, which indicates that many regional economies are bouncing back and the job market is stronger than ever. On top of that, 29 states and the District of Columbia have minimum wages above the federal minimum wage, and many more cities are increasing wages to keep up with the cost of living. All of this should be good news for employers, but some are not exactly thrilled about it.
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  • Everyone Thinks They're Underpaid-They're Wrong

    Header_Underpaid_MainRita Patterson, Onboarding Manager, PayScale


    Your employees might not be underpaid, but they're probably under-informed.

    In the 2015 Compensation Best Practices Report PayScale found that the number one reason most people left a company was compensation. The majority of respondents cited "seeking higher pay elsewhere" as their reason for leaving.

    While there's no shame in wanting a little more cash in your pockets, an interesting trend has emerged—people are equating wanting more money with assuming they're underpaid.

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  • It’s 2016. Why is the C-Suite Still Stiletto Siberia?

    header_main_CSuiteJade Makana, Director of Content Marketing, B2B

    Probably, you’ve heard that women make 26% less pay compared to men. What you may not know is that this is largely because men hold the vast majority of high-paying positions (executive and C-Suite), not because women make 26% less than men for the same work. In other words, it’s not just a pay gap, it’s a power gap.
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  • I’ll Be There for You: What “Friends” Taught Us About Salary Negotiations

    Header_Friends_MainJoleen Oerman, B2B Content Marketing Specialist, PayScale

    We’ve ‘been on a break’ from the popular television show Friends for eleven years, but the cast’s high salary and equal pay for equal work demand is relevant today. When our favorite friends walked out of Central Perk and into the network’s offices in 2002, their demand for higher pay for all was as unheard of as moving from New York to Yemen. The demand turned heads in the entertainment industry. The unswayable six, huddled together as they did before every show and played hardball with the network. They were irreplaceable, so their demand was undeniable.

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  • PayScale's Compensation Glossary: Part 4 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional
    Let’s review. So far, we’ve given you the cliff notes for Comp 101, Market Pricing, and Pay Structures. Today we bring you (drum-roll please), your final exam! Just kidding. There is no test, but we do have our final list of terms for you. For our 4th and final lesson, we present: Pay Concerns and Pay Raises.
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  • 2016 Compensation Budgets Looming: What Industries Support Increases?

    Header_Comp_Budget_Looming_Main Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Only a few short years ago, our nation was in economic turmoil. Organizations didn’t know where to even start creating competitive compensation offerings because of the uncertainty of things. We accurately predicted that the best thing companies could do was to hang on to their top performers and talent, pay them fairly, and use real-time salary data to gauge trends as they were happening. Now, it’s up to comp managers to up the ante with strong compensation strategies in the top growth markets.

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  • PayScale's Compensation Glossary: Part 3 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    Wow! Can you believe it that we’re half way through our 4-Part Comp Glossary bringing you closer to ‘comp’lete mastery of the compensation language?! In part 3, we bring to you: Pay Structures.

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  • Total Compensation Update: Mandatory Paid Sick Leave for Contractors

    Header_Main_SickLeave Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Last month, President Barack Obama signed an executive order granting paid sick leave to federal contractors and subcontractors. This order officially goes into effect on January 1, 2017, but companies that employ government contractors are already taking steps to better manage their total compensation programs to accommodate this requirement. What can compensation administrators expect and how can they add value to the types of salary and benefits offered to some our nation’s hardest working people?
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  • Compensation Round-Up: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises

    Blog_Header9.29_Main Joleen Oerman, B2B Content Marketing Specialist, PayScale

    Welcome to the Compensation Roundup, where we bring to you the hottest news in comp! Sample what’s happening in compensation right now, get in the know and grab some conversation starters. This week's topics: JLaw’s Gender Wage Gap, Transparency, and RIP Annual Raises.

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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 2 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    PayScale’s Comp Glossary returns! Consider the comp pros at PayScale to be an extension of your team! We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of it as your comp cheat sheet – jargon you need to put you on the fast track to becoming that cool comp kid we know you can be! In Part One, we brought you Comp 101. Today, let’s step it up a bit. But don’t worry, we’re not conjugating verbs quite yet. Today’s lesson: Market Pricing.
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  • Trouble Brewing: When the Compensation Strategy isn't Working Anymore

    header_WhenCompStrategyIsntWorkingTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Just because your organization has an established compensation plan doesn’t mean it’s working well anymore. It’s very possible that trouble may be brewing. The signs may be subtle at first, but the problems will only build until the entire thing breaks down. Now, I don’t want to scare you, but I do want to educate you on some of the symptoms of a compensation strategy that’s about to fail.
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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 1 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional


    Even the most seasoned HR professional might take a big gulp if approached by their CEO to take charge of anything comp. That’s because, despite being part of the HR department, compensation is like the cool kid at a party. You know, the one you’re afraid to talk to. A bit mysterious, intriguing, and frankly, just seems way out of your league. Comp has its own language. Sure, you’ve heard some terms before, but you have no idea what they mean so you try to avoid the conversation altogether. Not to worry! PayScale has you covered in our new, 4-part Comp Glossary. You’ll be ‘comp’letely fluent in no time.
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  • When is tough love too tough? One Gen-Xer’s view on motivating Millennials

    Header_Tough_Love_Main Mykkah Herner, MA, CCP, PayScale

    Let’s face it, Millennials already make up more than half the workforce. That may differ from organization to organization, but most of the companies I work with are actively faced with the challenge of motivating and engaging employees across the generations, when the generations have such different characteristics. And – newsflash, there just aren’t enough of us Gen X-ers around to step into the leadership roles that will begin opening up as the last of the Traditionalists and Boomers move on!
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  • Combining Cultures: When Two Compensation Philosophies Merge

    header_merge

    Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger


    Lately, we’ve seen a lot of discussion about the impact on business and employees alike when faced with a merger and acquisition. HR and Comp Managers are often tasked with finding a way to meet in the middle when comp strategies don’t exactly mesh. So, what does it take to bring compensation planning and methodology together when there are two very different cultures surrounding this?
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  • 3 Common Types of Pay Compression

    Header_Main_CompressionMykkah Herner, MA, CCP, PayScale

    You’re going about your HR day and someone tells you you have compression. Maybe you suck in your tummy a little more and say “thanks?” Or maybe you know they’re talking about pay compression. In either case, do you know how to examine your pay practices? Do you know the many forms that pay compression can take? And perhaps more importantly, do you know what to do about it?
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  • How to Handle Mergers and Acquisitions with Sensitivity

    Blog_Header10.5_Main
    By Sonnet Lauberth, PayScale Compensation Professional

    Mergers and acquisitions generally occur because they make good business sense. Rationale may include increasing performance, cutting costs, achieving deeper market penetration, and more. Rarely do the reasons include helping your employees sleep better at night. Indeed, mergers can strike fear in employees as they worry about role duplication, changes to the company culture, layoffs, and more. While a certain amount of unrest may be inevitable, here is how to get your employees through a merger as sensitively as possible.

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  • Why Millennials Need Tough Love Like Mother’s Milk

    Blog_Header10.2_MainJade Makana, Director of Content Marketing, B2B


    How to Motivate the Generation That Already Has Every Participation Trophy

    So you’ve hired some millennials. You’ve managed to lure them off their air b’n’b couch, away from their artisan oatmeal food truck visions, and into an uber to come work for you. Good for you. But now, you actually have to work with the little hoodie-wearers. Suddenly, you find that every day is like that wedding you went to where the lumberjack’s son marries the Park Avenue daughter: awwwwwkward. How do you talk to each other? What do you have in common? How do you motivate a generation who already has every participation trophy? As a millennial myself, I can tell you the answer is, tough love.

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