• 25 Must Read HR Blogs in 2013

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    Jessica Miller-Merrell, blogging4jobs

    Technology is rapidly changing the face of HR. It impacts the way businesses are organized and is a big influence on how people define work. With more pressure on becoming mobile, social, automated, cloud-based and overall tech friendly, Human Resources must stay on top of the changing trends and demonstrate value. No longer is the Human Resources department where you go to just get benefits information, but it’s the department that drives the value of the company through recruitment and employee retention.

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  • Is Your Company’s Drug Policy Going to Pot?

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    Evan Rodd, PayScale.com

    During the 2012 election, voters in Colorado and Washington were faced with an interesting decision: Should recreational marijuana use be legal?

    Many states continue to legalize medical marijuana, while others are considering similar measures for recreational use. Currently, 18 states have laws regarding the legal consumption of marijuana.

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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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  • HR’s Seat at the Table: Up for Grabs

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    A few years ago, I went to a presentation where the former President of SHRM, Sue Meisinger was speaking to a group of HR professionals. When it was time for questions, I asked, “What do you wish HR professionals would stop doing?” Her priceless response was, “Would you please stop asking for your seat at the table.” She went on to explain that people don't get to the executive table by asking. Either they show up and no one stops them, or they are needed there because their input is invaluable. She commented that HR needs to stop asking and start doing. Even better, HR needs to become so influential that their input as the expert on talent management strategy is also invaluable. So, why are so many people asking instead of doing? Because they don’t do anything that warrants being there. Every HR person I’ve ever met has plenty of work to do. The problem is not the volume of work being done but the prioritization of work.

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  • 5 Tips for Managing Temp Workers

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    Jessica Sanders, ResourceNation

    In today’s business world, the temporary workforce is growing at a rapid pace. According to the American Staffing Annual Analysis, “In a 2011 McKinsey Global Institute U.S. Jobs Survey of 2,000 employers of all sizes and in all sectors, 34% said they expect their companies will use more temporary and contract workers over the next five years.”

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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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  • Pay Bands, Pay Scales and Other HR Jargon You Don't Know But Should

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    Jessica Miller-Merrell, Blogging4Jobs

    If you’re in the business of giving or receiving (or hoping to receive) an annual merit increase, it’s a good time to get familiar with pay bands. Pay bands — a term that is sometimes used to lump broader terms such as pay levels, ranges or grades — is a component of an organized salary compensation structure. For example, an administrative position at a software company might include receptionists, office assistants and executive assistants. Those jobs are categorized together and given a predetermined minimum and maximum (Pay Band 1 = $12-$18 per hour). 

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  • Arrested Development Planning: How to Stay Ahead in the Talent War

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    Evan Rodd, PayScale.com

    On the popular FOX TV series, “Arrested Development,” Michael Bluth (played by Jason Bateman) is forced to take over his family’s failing construction company, after his CEO father is placed in jail under accusations of treason. The show follows Bluth through a series of hilarious attempts to build a business out of a staff and family that are beyond ill equipped for the challenge.

    Following the Bluth family from one misguided effort to the next leaves one to wonder, what kind of talent management systems are in place in their company? Also, in what world does Portia De Rossi pursue a relationship with David Cross? I suppose that is another story.

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  • PayScale: New and Improved!

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    Laleh Hassibi, payscale.com

    Today PayScale released improved versions of our products, MarketRate and Insight. This release represents the first set of enhancements resulting from recent conversations between our development team and our customers. 

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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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  • Virtual Workers Reduce Your Labor Expenses. Reward Them Well.

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    by Jessica Miller-Merrell, Blogging4Jobs

    Do Work-From-Home Employees Deserve a Raise? 

    Having the option to work from home provides many employees flexibility, empowers them personally and professionally and often increases engagement levels. Successful work-from-home professionals or employees with flexible work schedules must learn to manage the change of lifestyle. They often work off hours, and squeeze more work time into a typical day than at-the-office workmates. Studies show employees would make sacrifices such as taking a cut in pay to gain telecommuting or flexibility.    

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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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  • Compensation Strategies That Work

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    By Stacey Carroll, PayScale.com 

    This week, I presented a new webinar entitled "Compensation Strategies that Work." If folks were hoping that I had a magic answer for the compensation strategy that works best they were disappointed. The point of the webinar was that the strategy that works best for your organization is the one that your senior leadership team thinks fits your organization's particular business objectives.

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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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  • HR Pros Know all About Binders

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    via imgur i.imgur.com/ovlVk.png

    by Laleh Hassibi, PayScale.com

    The topic of Mitt Romney’s “binder full of women” is all over the social media channels today and the subject of memes, blogs and various other forms of snidery. HR professionals know all about binders, having relied on binders full of salary data to make decisions about pay for a long time. It’s definitely time to rethink the outdated binder-method of HR, but that’s a whole different blog article. Right now, I want to take a swing at gender pay inequity, which is the heart of the Mitt Romney binder debacle. Men making more money than women is not a new discussion by far, but one that can easily be made a non-issue in any company with some good solid compensation planning.

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  • HR Technology Vendors are Marketing Up a Storm

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    by Tim Low, VP of Marketing, PayScale.com

    I attended the HR Technology Conference and Expo in Chicago this week to meet with some partners, attend some sessions, and evaluate the show for PayScale for next year. 

    The sleepy little backwater that used to be called HRIS is now Human Capital Management (HCM) and encompasses software and tools for everything HR from recruiting and onboarding, to training, development (learning), performance management, compensation :) and even 'employer branding' (think of your company page on LinkedIn). 

    Here are three takeaways from the show: 

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  • New CEO on the Block: Yahoo’s Marissa Mayer Reveals Plan for Company Turnaround

    Yahoo
    by Evan Rodd, PayScale.com

    As Yahoo’s third CEO this year, Marissa Mayer is wasting no time turning Yahoo into a fast-paced, mobile force to be reckoned with. She has already replaced chief financial officer Tim Morse, who served as interim CEO last year. Morse has stated he was nervous about working with a new CEO, and rightfully so. Did he know his days were numbered?

    Last week, Mayer held an employee meeting to reveal her vision for the new Yahoo. Anonymous employees rushed to dish on their new boss’ plans for company overhaul, though Melissa isn’t sharing any specific details regarding new products or strategies. What Mayer presented was a general vision of the new Yahoo, and it sounds like she has big plans. 

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  • 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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  • The Pros and Cons of "Ownership Thinking"

    Ownership Thinking: Can It Help Your Business?

    There’s been some buzz in business circles about Brad Hams’ Ownership Thinking: How to End Entitlement and Create a Culture of Accountability, Purpose, and Profit. This weekend I sat down to see what the fuss was about, and found some interesting and some not so interesting points in his work.

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  • Salary Negotiation Tips for Employers

    How to Respond to a Request for a Raise

    It’s that time of year again: the annual salary budget has been set, performance evaluations are done, and suddenly managers are hiding behind closed doors, anxiously dreading “the talk.” The annual compensation conversation doesn’t need to be a daunting, mysterious process, either for managers or the staff they supervise.

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