Compensation trends: Modern perspectives on pay

Good News—HR Wages Are on the Rise!

Lessons in Pay Equity

SHRM Highlights and Breakthroughs

What Brexit Means for Millennials

Why HR Needs More Tech Budget

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_hrtechbudget_main.png" alt="Header_HRTechBudget_Main" />By Kari Van Hoof, CCP, PayScale Compensation Professional</p><p>Technology has muscled its way into all aspects of our lives and in many cases—regardless of profession, is fundamentally changing the way we do our work. Since HR plays a pivotal role in helping to attract, develop and retain the right people to drive organizations forward, it’s essential that HR use technology to do their work better. The good news is there are lots of choices on the market today when it comes to human resources technology. The not-so-good news is that all those choices cost money. Here are three reasons HR should spend more on HR tech.

Get More from Performance Reviews—Use Metrics to Link Pay

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_linkpaytoreview_main.png" alt="Header_LinkPayToReview_Main" /><a href="http://www.hr-writer.com/">Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger</a></p><p>Old methods of measuring performance once a year just don't work anymore. They’re cumbersome and only focus on recent performance goals. But, when performance reviews are directly linked to meaningful and simple pay or performance policies in force year-round, they have a greater impact on the organization. Take a look at some best practices for linking pay for performance during employee reviews.

How Compensation Impacts Your Business

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_comp_impacts_biz_main.png" alt="Header_Comp_Impacts_Biz_Main" /> Hedge Stahm, Marketing Segment Manager, PayScale</p><p>Human capital is a company’s most important asset. It’s also typically the largest operating expense, and thus can have a major impact on profitability and overall success. To keep employees engaged and productive, companies must compensate them appropriately—without overpaying them and running the risk of eroding the bottom line.

Regulatory Compliance Dictates HR Best Practices

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_compliance_main.png" alt="Header_Compliance_Main" />Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger</a></p><p>This year, we’ve seen a number of new government rules surrounding pay equity and salary transparency developing. This puts a strain on human resource compensation managers and how they must adapt compensation policies. How well HR can keep up with these changes will dictate the future of compensation planning across all organizations.

Forget Happiness. Wellness Emerges as a Compensation Strategy

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_wellness_main.png" alt="Header_Wellness_Main" /><a href="http://www.hr-writer.com/" title=" target=" rel="noopener">Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger</a><br><p>Employee engagement has been a buzzword in the human resource world for a while. It’s just common sense. When employees are happy and engaged at work they tend to be more productive. Much of this has been focused on employee happiness as an indicator of a solid compensation program – the better employees are paid and the more perks they enjoy; the greater their happiness should be, right? Not so much. Our <a target=" class=" title=" href="https://www.payscale.com/cbpr" rel="noopener">2016 PayScale Compensation Best Practices Report </a>indicates that 73 percent of employers believe they are paying fairly, but only 36 percent of employees agree. Interestingly enough, some employers are shifting to creating overall physical and financial wellness for employees, and earning a better ROI. What’s this all about? </p>

Quality Hires Take Front Stage. What’s the Catch? Paying Them Well

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_front_stage_main.png" alt="Header_Front_Stage_Main" /><a href="http://www.hr-writer.com/" title=" target=" rel="noopener">Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger</a><br><p>You may recall PayScale’s <a target=" class=" title=" href="https://resources.payscale.com/hr-whitepaper-turnover-the-good-the-bad-and-the-ugly.html" rel="noopener">Turnover: The Good, the Bad, and the Ugly</a> whitepaper in which we closely examined the reasons why employees leave otherwise good workplaces, and dispelled some common myths. What matters most to employers is why employees stay, and this comes from certain generational values and desires. For example, our research indicated that for Millennials, flexible working hours supersede starting salaries, but for older workers the chance to put away money in a retirement fund is much more attractive.</p>&lt;/br)

Isn’t that your job? How to help your boss understand why you need a software purchase

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_boss_main.png" alt="Header_Boss_Main" /><a href="http://www.hr-writer.com/" title=" target=" rel="noopener">Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger</a></p><p>Houston, there is a problem. The old way of doing things just isn’t cutting it anymore and you need to make a significant investment in a software solution that will get the job done. But, how can you approach your boss with the idea that the software will make life easier, while increasing business profits – and it’s not always YOUR job to do everything (you are not a robot after all)?</p>

The Free Trap: Why Free Data Is Not All It Is Cracked Up To Be