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  • 5 Best Employee Benefits & Perks You Should Add in 2013

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    Jessica Miller-Merrell, blogging4jobs

    An estimated 20 million U.S. employees will be changing jobs in 2013. While that’s a 1 million-person decline compared to 2012, it still accounts for a large majority of the U.S. workforce. What is your company planning to do to retain valuable employees? Getting pay right is a big part of the equation, but benefits and perks are important factors too.

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  • Rockstar, or One-Hit Wonder?

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    Evan Rodd, PayScale

    Many of us have dreamed of rock stardom—climbing on stage in front of an audience, and watching thousands of people sing along with us as we aggressively strum our guitar like Angus Young. There’s nothing like that level of recognition to get your adrenaline pumping, especially from a stadium full of people who are able to come together under the common bond of your awesome abilities.

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  • 5 Time Management Tips You Must Do in 2013

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    Jessica Miller-Merrell, blogging4jobs

    Every year on the first work day of January, your co-workers return to their desks with a new plan to transform themselves via their New Year’s Resolution. Maybe they are mixing health shakes in the breakroom in place of their lunches, walking through the halls (or up and down the stairs) in lieu of their typical breaks to sneak in some exercise or madly chewing nicotine replacement gum to kick the smoking habit. Whatever their goal might be, their intentions are good. But, this year, instead of (yet again) resolving for your health, consider the best New Year’s resolution of all: resolve to find more time.

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  • 4 Ways to Rock Your Employee Benefits & Rewards Program

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    Jessica Miller-Merrell, Blogging4Jobs

    Compensation Outweighs Workplace Perks and Employee Benefits 

    Studies show that while employee rewards programs are popular by employers, they are not as appealing to the employees for which they were created in the first place. Employee perks and healthcare benefits are popular lures among employees, but salary compensation still reigns supreme as the benefit of choice.  Money is (and probably always will be) the number one way to recruit, retain and hire qualified job seekers. But, that doesn’t mean rewards programs should go by the wayside. A comprehensive total rewards package is essential, but half the battle is letting the employees know the rewards are out there. Communication is the key.

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  • The Right Way to Give Pay Raises

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    Stacey Carroll, PayScale.com

    Last week, PayScale presented a well-attended webinar entitled, “The Right Way to Give Pay Raises.” This time of year, we hear from many of our customers that they have a raise budget for next year, but need help understanding how to best allocate the funds. The overall budget for pay increases seems to be between three and four percent for most companies this year. At the same time, research suggests that to truly drive behavioral change the reward has to be significant (upwards of seven percent). So, how do you motivate your talented employees to stay and perform at their best with only a four percent raise to give? The best solution is to use a Merit Matrix to differentiate raises based on three factors: market changes, proficiency, and performance.

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  • What Is Your Worth? How HR Asks for a Raise

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    by Jessica Miller-Merrell, Blogging4Jobs

    Scenario: Your team’s workload has increased and your team has implemented innovative systems. Your department is running like a well-oiled machine with increased productivity despite the occasional (ok – incessant) curveball. You’re putting in the long hours and delivering results. Leadership trusts you. 

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  • Create a Career Path to Retain Employees


    Header_LosingEmployeesby Erin Palmer

    How Creating a Career Development Plan Can Retain Employees

    A recent survey released by the Society for Human Resource Management (SHRM) and CareerJournal.com revealed that HR professionals and managers are gearing up for a mass exodus of employees they feel is inevitable when the job market begins to improve. When asked why they would look elsewhere for work, employees cited three main reasons: over 50% said they were looking for better compensation and benefits, 35% admitted they were dissatisfied with their current career path, and 32% said they needed a new experience with new challenges.

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  • How to Address Concerns of Favoritism for Employee of the Month

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    by Lacey Halpern, XeniumHR.com

    How do you reward your employees for a job well done? Do you recognize them in the moment? On a monthly basis? At all?

    As employers have the resources to spend more time, energy, and money on retention, they can look to things such as an Employee of the Month program to publicly recognize top performers within the organization. Employers must take in to consideration that fairness, equality and a well communicated program are vital to the success of an employee of the month program.

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  • Employees Forego Higher Wages in Favor of Flexible Work Schedules

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    by Jessica Miller-Merrell, xceptionalhr.com, blogging4jobs.com

    Eighty-three percent of Americans believe telecommuting’s popularity is on the rise. With the rise of smart phones, tablets and other mobile technologies, working from home has never been easier. And never before have employees been willing to give up certain benefits just to have a home-based job. 

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  • Let Them Eat Dark Chocolate

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    By Laleh Hassibi, PayScale.com

    The Compliance and Safety team just released the infographic “Does the Food We Eat Affect Our Productivity?” According to their research, encouraging your employees to eat the right foods will give them the ability to be productive powerhouses. Compensating them right isn’t the only way to get them to be more productive. Adequate nourishment can raise national productivity levels by 20%!

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  • "We’re too small for a comp plan." Wrong answer!

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    Mykkah Herner, MA, CCP
    Compensation Consultant at PayScale

    I’ve worked with organizations of various employee sizes, from as small as 19 up into the thousands, helping them to develop stellar compensation plans. I really enjoy working with companies that have between 75 and 125 employees. Generally, by that point, there is some acknowledgment that what they are currently doing isn’t working. There is also often some concern about developing something too rigid. These organizations will typically see a huge positive business impact from developing a clear comp plan.

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  • Performance Reviews: From Pain To Gain

    Getting Performance Reviews Right

    Performance Reviews: From Pain to Gain

    Does anyone love performance reviews? They can cause anxiety for both the employee under review and the reviewer. PayScale compensation consultant Mykkah Herner argues that it doesn't have to be this way. Performance reviews can and should be a means to empower business, not a painful box-checking exercise.

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  • Employee Performance Reviews

     

    5 Keys for Successful Employee Performance Reviews

    Almost all organizations utilize employee performance reviews in one fashion or another. These reviews tend to run either on a set annual basis or on the anniversary hire date of the employee. Regardless of when they are performed, employee performance reviews are vital to both the employee and the supervisor, as they serve to gauge employee performance, and allow a formal setting to speak about expectations. Although they sound simple, and most of the labor force has been a part of this process, there are several ways for the organization to maximize this procedure and ensure employee review effectiveness.

     

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  • Performance Appraisals' Strategic Objectives

    The Question:  Why Don’t Performance Plans and Appraisals Work?

    You’ve seen a million articles by now titled, “Why Your Performance Appraisals Don’t Work” or “How to Fix Your Performance Appraisal Process,” and so many more like that. Don’t all these articles begin to ask a much bigger question, “If there was an answer to how to make effective performance evaluations, wouldn’t we all be practicing that solution by now?”

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  • Employee Competency Checklist

    employeeEmployee Core Competencies - A Proven Tool for an Organization's Success

    “Hi, you got a minute?” It’s your fourth interruption this morning. It’s Sally, the Operations Manager. You know when she says, “Do you have a minute?” it usually means, “Do you have a half hour?” She comes in and sits down in your guest chair and you figure that you can spare a half hour before your next meeting. You’ve been the HR manager for your company now for five years so you can tell that Sally really needs to talk to you and it’s about one of her employees. You can probably guess which one, but you let her tell you.

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  • The Effects of Training on Employee Performance

    Effects of Training on Employee Performance Why Employee Development Is Important


    Employee development is something that most people imagine as intrusive all-day group training sessions. Unfortunately, this dreaded approach to employee development is just the opposite of how employee development should occur and feel to employees. Employee development can manifest itself in many forms of training, evaluations, educational programs, and even feedback. If executed correctly, the effects of training on employee performance can often encourage growth within the worker and the organization itself.
     
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  • Sample of Employee Review Methods

    Employee Performance Review Employee Performance Review Process Part 3: A Fresh Perspective on Employee Review Methods

    I mentioned in an earlier post on the employee performance review process that most employee review methods have a shelf life. It is good to change things up and take new approaches to delivering performance feedback. A new approach provides employees with input that they probably have not heard before or helps them hear it in a way that’s more effective at reaching them.

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  • Tips for an Effective Employee Review Process

    Employee Review Process Employee Performance Review Process Part 2: Tips for Giving Effective Employee Reviews

    Despite all the debate about whether annual performance reviews ought to happen, the fact is that they still usually do. And, if you’re going to make time for them, you may as well make them valuable for both the manager and employee.

    Here are some tips to help ensure employee review effectiveness, even if you already have a performance review process that you like. This advice is directed at both managers and HR professionals and gives you the opportunity to reconsider your annual performance review objectives.

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  • Employee Performance Reviews and Best Practices

    Employee Performance Reviews and Best Practices Employee Performance Review Process Part 1: Challenging the Status Quo

    Few things bring me more satisfaction in my career as an HR professional than when I can take an old process and apply new and innovative approaches to make it better. Is it just me or do you notice that when we keep doing the same things year after year, not only do we lose sight of the original intent, but the tradition becomes almost sacred to us and we find ourselves defending it as if it were something to be adored and revered? When that happens, you know it is long overdue for a process makeover.

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  • The Salary Review Process

    Salary Review Process The Salary Review Process: How It Relates to Performance Reviews

    Whenever you do performance reviews employees want to know, “What does my performance evaluation mean for me financially?” Many companies try to break the link between salary and performance reviews, as in performance is about performance and money is about money. But, I don’t think you ever truly can.

    So, how can you achieve your company’s long-term goals, retain top employees and motivate under-performing employees with your salary review process?

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