2015 Comparison Compensation Competencies 
HR Daily Advisor
APRIL 15, 2015
For this reason, understanding what motivates them—and how to pay them in comparison to other generations—becomes even more important. With a fixed compensation budget, you need to know how best to direct your dollars where they will give you the most bang for your compensation buck, so to speak. Learn More. Click Here.
Compensation Cafe
OCTOBER 18, 2019
Relative pay bias dominates the compensation field. Compensation professionals will grant a $100,000 salary to an unknown new hire with the requisite credentials and experience who is assumed to have the knowledge, skills and abilities ( KSAs ) to potentially do the job because that applicant’s sparkling resume shows a $90,000 present salary.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Compensation Cafe
OCTOBER 20, 2016
While organizational chart rank has a strong correlation with compensation, no one particular internal status relationship precisely matches the outside world. . Parallels exist, but survey comparisons are always imprecise. Every job title tends to describe functional area of competency and level of responsibility.
Compensation Cafe
JULY 3, 2019
Plus, they create pressure to make hiring offers above the normal entry rate, closer to the central position value, thus potentially creating pay compression with senior peers and inviting other invidious internal equity comparisons when word gets out. Lazy logic argues: why ask for trouble you can easily avoid? and probably will be.
Compensation Cafe
JUNE 6, 2016
The Harvard Business Review alone published four articles in 2015 (one in print, three online) on cutting-edge performance management – this from a journal that has published only a few articles on performance management in its entire history. These practices have received tremendous attention from the business press in the past two years.
Compensation Cafe
APRIL 21, 2016
Plus, they create pressure to make hiring offers above the normal entry rate, closer to the central position value, thus potentially creating pay compression with senior peers and inviting other invidious internal equity comparisons when word gets out. Lazy logic argues: why ask for trouble you can easily avoid? and probably will be.
Compensation Cafe
JANUARY 28, 2016
Numeric points are accumulated across a number of evaluation factor dimensions with both scalar and interval values and are applied to administer compensation. Without those accommodations, the company would hemorrhage workers and close down for lack of competent personnel.
Expert insights. Personalized for you.
40 
Let's personalize your content