• The Death of DOMA: What Does It Mean For HR?


    Evan Rodd, PayScale

    2013 is shaping up to be a big year for healthcare benefits in the US, and Human Resources professionals are starting to ask: What do these changes mean for my company’s benefits program?

  • Financial Pacific Leasing saves time and money with PayScale Insight


    Laleh Hassibi, PayScale

    Financial Pacific Leasing is an equipment leasing company located just outside of Seattle in Federal Way, Washington. The company employs approximately 120 people. PayScale talked with Heather Bolek, Vice President of Human Resources, to learn more about how PayScale Insight helps their business.

  • Creating Pay Transparency in the Workplace

    Compensation transparencyJessica Miller-Merrell, blogging4jobs

    When you hear the phrase “transparency in the workplace” what comes to mind? Does the infamous Open Door Policy come to mind? Or do you cringe at the idea of being more transparent? Transparency is one of those buzz words that are thrown around quite a bit in corporate America, but how many actually practice it? According to the Bureau of Labor Statistics the median number of years that wage and salary workers stay with an employer is 4.6. This number is up from a January 2010 statistics at 4.4 years. Being transparent in can make employees feel more satisfied and want to stay with you longer. 

  • How to reduce turnover by building relationships

    Reduce Turnover

    Jessica Miller-Merrell, blogging4jobs

    Employee retention is on the forefront of most HR managers’ minds. Though turnover remains relatively consistent throughout the years, the uptick in the economy has brought with it an increase in employee turnover as there are more options for employment. In fact, a recent study of more than 4,000 companies found that 59 percent of employers list retention as their top concern in 2013.

  • What Makes a Great Hiring Manager (part two of three)


    Jessica Miller-Merrell, blogging4jobs

    In part one of this thee part series, "What Makes a Great Hiring Manager,"  I talked about all the different hats that a hiring manager needs to wear. Interviewer, recruiter, networker, relationship builder – the list goes on and on. What I didn’t mention in part one of What Makes a Good Hiring Manager is that the difficult part about wearing all these hats is that to be truly successfully, you need to wear them all exceptionally well.

  • How to Budget Compensation in a Volatile Economy


    Laleh Hassibi, PayScale

    At the end of 2012, most businesses were very optimistic about job and economic growth in 2013. The trends from Q4 and early Q1 supported the fact that we were in fact rebounding quite nicely from the recent economic recession. There was a small worry that the impending doom of sequestration would occur, but most business leaders skipped optimistically into 2013 with confidence that Congress would come to an agreement, thereby avoiding indiscriminate, across-the-board spending cuts.

  • 3 Considerations for Compensating Interns

    Jessica Miller-Merrell, blogging4jobs

    While each of us has probably interned for free at one point in our lives, we also all know how much it sucks. As an intern, you’re not only the low man on the totem pole, you’re probably also working your butt off trying to impress your boss and not getting paid to do it. So what gives with the unpaid internship gig?

  • Outsourced HR—Is it Right For You?


    Jessica Miller-Merrell, blogging4jobs

    There comes a point for every growing company when you must begin evaluating how to make the best use of your time and resources. You might first look to the revenue generating areas of your business to see how you can streamline processes or outsource certain duties, but don’t forget that as your company grows, your HR department will require quite a bit of attention as well.

  • 5 Essential Employer Deadlines for Obamacare


    Jessica Miller-Merrell, blogging4jobs

    You may have heard about this little thing called Obamacare that’s headed our way. It’s made up of about 1200 pages of law, will affect millions of people and is estimated to raise costs for employees by as much as 73 percent. So really, this is clearly minor, unless you are an employer, an employee or oh, an American.

  • The DOs and DONT's of Cutting Compensation Costs

    Jessica Miller-Merrell, blogging4jobs

    Our economy has come a long way in the last couple of years. Things are definitely looking up, but some companies are still feeling the pain. If you're experiencing the pressure to cut costs, you're not alone. The recent sequestering on the federal budget is the perfect example of making difficult decisions to make ends meet. When those tough decisions need to be made, chances are, you're the one your company turns to.

  • Pricing to the Employee vs. Pricing to the Job

    Mykkah Herner, MA, CCP, PayScale

    As an employee, I’m often concerned with my own value and therefore worth to the organization. As a manager, I was often trying to determine the value of each job to the organization. Now as a comp professional, I focus on a little bit of both: the value of the job itself, but also the value of the employee to the organization.

  • CFO Corner: Is Your Economic Glass Half-full or Half-empty?

    Pig half full
    Evan Rodd, PayScale

    PayScale’s 2013 Compensation Best Practices Report showed some of the most positive figures we’ve seen in some time. Wages are up across the board for companies of all sizes, and many organizations are beginning to hire for various positions — news which is undoubtedly exciting for job seekers. Those who are currently employed were also given a reason to smile, as 85 percent of companies expect to issue raises in the coming months.

  • Benefit Considerations for an Aging Workforce

    Jessica Miller-Merrell, blogging4jobs

    An aging workforce can have an affect on many aspects of your business but your benefits package may be the most significant. Older employees have unique needs and preferences, which means that there may be special considerations as our workforce ages.

    Since the average age of retirement has increased by four years in the last decade and is expected to continue to rise, it’s time to start making room for a seasoned workforce as we make benefit decisions. Read below to learn about three major considerations.

  • Here Comes The Sun: The Return of Optimism in 2013

    Screen Shot 2013-02-25 at 1.55.30 PM
    Laleh Hassibi, PayScale

    Today we released the PayScale 2013 Compensation Best Practices Report. The report is a result of our end of year study on the compensation practices of small, medium and large companies. We also asked some questions about the changing world of work, the use of social media at work and for work, as well as some additional questions on the Skills Gap and ObamaCare.

  • Four Ergonomic Tips to Keep Employees and Workers' Comp Budgets Healthy

    Jessica Miller-Merrell

    Providing an impressive benefit package to employees is expensive and sometimes isn’t in fact what sets your organization apart from the rest. Most of us won’t argue that benefits aren't worth the cost, but as any employer or HR professional can tell you, the expense is huge. In addition to the obvious benefit costs employees see, such as healthcare and retirement contributions, there’s a major benefit lurking in the dark going unnoticed by employees: workers’ compensation insurance.

  • New Guidelines for Restrictive Covenants in Canada

    Amy Knapp

    Implications of recent decision Martin v. ConCreate USL Limited Partnership

    Restrictive covenants are a tricky business. While fundamentally important in some circumstances, they’re notoriously ineffective in others. With the recent rulings on enforcement of restrictive covenants, it's becoming even more apparent that Canadian companies need to develop more compelling strategies to keep talent from going to the competitors.

  • 5 For Friday: HR Going Global

    Laleh Hassibi, PayScale

    Effectively managing human capital is of concern to companies across the globe. Many of those human resource issues are becoming less siloed to particular countries as outsourcing becomes more commonplace in business. This week, we take a look at some of the top news and issues surrounding human capital management and compensation across the world.

  • Research Gone Wild!

    Tim Low, PayScale

    Love in The Office
    Maybe you know how we get the best, freshest salary data and maybe you don't. It's actually pretty simple—if completely different than the old-school, employer-submitted way—we crowdsource it every day. People who want to know what they themselves are worth in the market contribute information on their current position and salary to get an accurate salary report for themselves. We make our data available in aggregate to our business software customers so that they can pay the right way, stay on top of market trends in their industry, etc.
  • The Human Capital Management Revolution

    Tim Low, PayScale

    It is HR's time in the sun. Technologically-speaking, that is.

    While the past several decades have delivered ever more sophisticated capabilities to businesses in the form of software, analytics and transaction processing tools, HR was always a bit of an afterthought. Oh, there was the PeopleSoft wave of the 90s and even an ongoing flirtation with 'employee self service' which was really aimed at getting the employee to do the data entry so that HR didn't have to hire clerks to do it. And while these systems—often closely tied to financials because the real goal was to get payroll right—provided some benefits, they were mostly administrative, not game-changing.

  • Advance Your HR Career and Get a Chance to Win an Extra Paycheck!

    We spend a lot of time in the Compensation Today blog talking about attracting, motivating, rewarding and retaining employees, but what about your own career? Have you thought about what you'd like to change to keep yourself on track with your career goals? Maybe you want to earn more money or finally earn that promotion. Maybe it's time to begin working on an advanced certification, like a PHR or SPHR. Have you often thought about getting an MBA in Human Resources? Or, perhaps, you might be ready to switch careers and start over in a new field. Big career goals like that can be daunting—where do you begin? It's simpler than you think. Start with three words: Make It Happen.


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