Compensation trends: Modern perspectives on pay

Building Salary Ranges for Beginners, Part 2

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader8-5-v2.jpg?Status=Temp&amp;sfvrsn=2" alt="BlogHeader8-5-v2" />By&nbsp;Jenni Marquez, CCP, PayScale Compensation Professional</p><p>In our never-ending quest to keep human resource and compensation managers informed and educated about compensation best practices, here is our second part in our two-part series on <a href="https://www.payscale.com/compensation-trends/building-salary-ranges-for-beginners-part-1" title=" class=" target=" rel="noopener">Building Salary Ranges for Beginners</a>. Enjoy!

Building Salary Ranges for Beginners

Building Salary Ranges for Beginners

Bonuses Remain the Top Priority for Raising Compensation

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader7_27.jpg?Status=Temp&amp;sfvrsn=2" alt="BlogHeader7_27" /><a href="http://www.hr-writer.com/" title=" target=" rel="noopener">Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger</a><div><br></div>Recently, I wrote about the sluggish state of the US economy and its <a href="https://www.payscale.com/compensation-trends/will-compensation-remain-stagnant-or-grow-for-2015-" title=" class=" target=" rel="noopener">impact on wages</a> for the third quarter of 2015. But, I neglected to mention one thing. While companies may not be raising salaries as progressively as desired, they are turning to other means to increase the compensation for their most-deserving employees by offering bonuses.

Align Your Compensation Strategy with Business Priorities

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader7_20.jpg?Status=Temp&amp;sfvrsn=2" alt="BlogHeader7_20" /><a href="http://www.hr-writer.com/" title=" target=" rel="noopener">Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger</a>&nbsp;</span></p><p><span style="line-height: 1.5">At the intersection of business objectives and recruitment is a strong compensation strategy. It’s what makes an organization stand out among the competition. But, how can you peer into the future and determine the best course of action when these goals keep changing?

5 Steps to Creating a Merit Matrix

<img src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader7_22.jpg?sfvrsn=0" title="BlogHeader7_22"><p>By&nbsp;Jenni Marquez, CCP, PayScale Compensation Professional</p>Most companies today are actively working to develop a pay-for-performance culture. As an HR Professional, how can you position yourself as a strategic partner to your executive team and help them achieve this goal? One way is through use of a merit matrix.

How to Create a Merit Matrix in 5 Steps

<img src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader7_22.jpg?sfvrsn=0" title="BlogHeader7_22"><p>By&nbsp;Jenni Marquez, CCP, PayScale Compensation Professional</p>Most companies today are actively working to develop a pay-for-performance culture. As an HR Professional, how can you position yourself as a strategic partner to your executive team and help them achieve this goal? One way is through use of a merit matrix.

SHRM15 Top 3 Takeaways: Big Data, HR Tech, and JHUD

<p><img src="http://www.payscale.com/cms-images/default-source/Blogs/header_shrm2015.jpg?sfvrsn=0" title="header_SHRM2015"></p><p>By Ken Roden, PayScale Senior Product Marketing Manager&nbsp;</p>We did it! What a great few (hot) days of sessions and networking at SHRM 2015 in Las Vegas.

Paying employees right: What’s the big deal?

<p><img src="http://www.payscale.com/cms-images/default-source/Blogs/header_payingemployeesrightbigdeal.jpg?sfvrsn=0" title="header_PayingEmployeesRightBigDeal">By <a href="https://plus.google.com/115301125688955669806?%20rel=author">Crystal Spraggins,</a>&nbsp;SPHR and&nbsp;Katie Bardaro, Director of Analytics and Lead Economist at PayScale</p><p>The President’s proposed changes to the Fair Labor Standards Act (FLSA) are <a href="http://www.reginfo.gov/public/Forward?SearchTarget=RegReview&amp;textfield=1235-AA11" title=" class=" target=" rel="noopener">still under review</a>, but that doesn’t mean you should forget the whole thing (tempting though that may be). Managing pay reactively generally doesn’t result in the best decisions.

Link pay to performance. Like…seriously this time!

<img src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader6_22.jpg?sfvrsn=0" title="BlogHeader6_22"><a href="https://plus.google.com/115301125688955669806?%20rel=author">Crystal Spraggins,</a>&nbsp;SPHR<div><br></div>When PayScale asked more than 5,500 business leaders the main reason their companies adjusted pay in 2015, <a href="https://www.payscale.com/cbpr?src=hp_2_cbpr" title=" class=" target=" rel="noopener">52 percent answered "employee performance."</a>

The She-Suite: Attract More Female Executives to Your Company

<img src="http://www.payscale.com/cms-images/default-source/Blogs/header_shesuite.jpg?sfvrsn=0" title="header_SheSuite"><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer">Tess C. Taylor, PHR, The HR Writer</a><div>Twice as many men than women earn six figures, but less than half of all men report to a female boss – based on recent data found on the PayScale report <i>Women at Work</i>. If companies want to attract the top female executives, they should start by giving them an equal playing field.

Get Onboarding Right for Better Employee Retention

<p><span style="line-height: 1.5"><img src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader6_4.jpg" alt="Employee Onboarding" title="BlogHeader6_4"><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer">Tess C. Taylor, PHR, The HR Writer</a></span></p><p><span style="line-height: 1.5">The competition for top talent continues to heat up as organizations fight for those who have highly sought after skills. In some industries where growth is the strongest, the search for candidates with the right stuff can take months. Yet, why is it that as quickly as companies secure their best employees, they jump ship?