Remove 2015 Remove Compensation Remove Competencies Remove Metrics

Executive Compensation 101: What to Consider

HR Daily Advisor

How do you decide the appropriate level of compensation? How do you align executive compensation goals with the overall company compensation philosophy? Executive Compensation–Consider the Angles. Typically, there are competing goals. Other metrics?).

Four Questions Strategic HR Pros Ask to Drive a Culture of Ethics in Financial Services

Visier

How to Link Workforce Metrics With Business Outcomes, Part Four. But with Big Data, culture can also be measurable, and boiled down into actionable insights so that it permeates everything from hiring and training to compensation practices.

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PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 1 of 4

Compensation Today

Jenni Marquez, CCP, PayScale Compensation Professional Even the most seasoned HR professional might take a big gulp if approached by their CEO to take charge of anything comp. That’s because, despite being part of the HR department, compensation is like the cool kid at a party.

The HR Leadership Revolution — Will You Thrive?

Visier

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills.

CHRO 410

The HR Leadership Revolution — Will You Thrive?

Visier

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills.

CHRO 195

10 Rules for Employee Retention Your Competition Will Hate

Insperity

These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Compensate. Non-compete agreements. No one said break-ups were easy.

Organizations Have Needs, Too—A Hierarchy for HR Professionals

HR Daily Advisor

Esteem is the need to be competent and to achieve. Am I competing effectively, rather than simply competing to survive? Basic metrics and reporting, budgets, compensation plans, performance review tools, and communication systems are all examples of organizational infrastructure.

Workplace Wellness Programs: Are They Really Worth the Investment?

Insperity

Having a program can help you compete for talent, encourage healthy choices and stimulate peer interaction. And, focusing on creating and maintaining a healthy and happy culture may offset a limited benefits and compensation package.

Carnival of HR: Getting Ahead With Strategic HR

GuideSpark

From there, Linda Brenner hops aboard with a deep dive into the only metric that matters because, well, you’re only as good as the people you hire. Take a look at the latest articles on how HR can take a more strategic role.

HR Tech Trends to Watch in 2016

HRExecutive

These include competencies on-hand—e.g., Great news, but not a panacea, as the lack of analytics-related competencies (e.g.,

Prepare Your Questions For #HRTechWorld and #HRTechConf

In Full Bloom HR

For 2015, I’ve done a thorough update and added more of my own thoughts on the answers to these questions. This is one of the central questions addressed in any competent strategic HRM and HRMDS planning effort.

‘Try Harder’ Is Not a Recruiting Strategy

HR Daily Advisor

Start on Tuesday, June 23, 2015, with a new interactive webinar, Get Linked! Competing projects (availability). Join us Tuesday, June 23, 2015, for a new interactive webinar, Get Linked! Vlastelica’s tip: Don’t use number of résumés received as a metric. Compensation business hiring Key Inputs Recruiting StrategyToo many recruiters respond to challenges with “OK, I’ll try harder.”

Maximums Are Less Important Than Minimums

Compensation Cafe

When bosses want to grant more money than the compensation policy allows, they can usually find an easy way around the max limit. . I intensely dislike “maximums” because they relegate the compensation professionals into becoming feckless comp cops enforcing capricious nonsensical rules.

HR Must Modernize to Meet New Employee Demands

Oracle HCM - Modern HR in the Cloud

The talented, high achievers on whom companies depend on to compete and win now expect any information they need to be instantly available, whenever and wherever they need it, from any device. All of those things come together when analyzing a compensation plan. By Rick O'Herron.

10 Rules for Employee Retention Your Competition will Hate

Insperity

These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Take advantage of job websites such as Glassdoor or LinkedIn to find out how your competition stacks up when it comes to compensation, benefits and culture. Compensate. Non-compete agreements. No one said break-ups were easy.

How Scarcity and Attrition Might Ruin Recruitment Planning

HR Daily Advisor

To successfully meet demands in this area, you need to partner early; otherwise, there will be an impossible plan that demands nearly immediate hiring of scarce applicants without adequate compensation. Recruiting is a challenge for 2015. Learn what’s happening in the real world with our new research report, Recruiting Best Practices: Finding and Attracting Talent in 2015’s Challenging Business Climate. Shifting skills/competencies?

Ten Ways to Better Manage Performance

FlashPoint

To get at the heart this, consider these 10 ways to improve your performance management process for 2015. Link performance management to projects and goals that support the strategic plan and/or to competencies (skills and behaviors) deemed critical to the success of the organization.

A Few Lessons from a Few HR-Related Fiascos

HRExecutive

In all fairness and full disclosure, Sturt’s and Nordstrom’s first lesson isn’t really a fiasco unleashed by human resource professionals, but it does speak to HR’s compensation oversight and what can go very wrong with a good idea.

Why Are We Afraid To Measure The Value Of Employees?

SAP Innovation

The trouble is, the only way HR can demonstrate its relevance is by speaking the language of the business, which revolves around metrics. We need more work that links different HR metrics together so the rating helps predict the future ability to achieve business goals.”. Companies already rely on indirect metrics to some degree during the hiring process, using interview questions to score a candidate’s predicted performance, ultimately measuring their suitability as an employee.

A Smooth Sea.

Compensation Cafe

Set up metric milestones : Set up a series of base line statistics that describe current elements of your reward programs. I''ve seen compensation practitioners push hard to inject new policies, procedures and even cultural initiatives where they simply would not work. Competencies

Reduce Gender Bias Using Data-Driven Performance Reviews

Visier

Countless studies have shown the equal economic contribution women make in the workforce, yet companies still struggle to achieve the goal of equity, particularly in the areas that affect women’s upward movement the most: promotions and compensation.

Data 339

Defending Pay-For-Performance with The Performance Review

Reviewsnap

When pay-for-performance is the policy, there is one standard for everyone and it is based on metrics for the job the employee has. To work properly, managers must measure performance accurately, and as objectively as possible using metrics. P4P Helps Make Administration of Raises Easier – When compensation and performance are linked employers often discover that it makes the integration of pay increase data into their payroll systems easier.

Defending Pay-For-Performance with The Performance Review

Reviewsnap

When pay-for-performance is the policy, there is one standard for everyone and it is based on metrics for the job the employee has. To work properly, managers must measure performance accurately, and as objectively as possible using metrics. P4P Helps Make Administration of Raises Easier – When compensation and performance are linked employers often discover that it makes the integration of pay increase data into their payroll systems easier.

15 HR Analytics Case Studies with Business Impact

Analytics in HR

On March 13 2015, the Wall Street Journal published an article titled: “The Algorithm That Tells the Boss Who Might Quit”. In an article titled Competing on Talent Analytics , the authors describe their research in multiple large companies in the US. Compensation and benefits at Clarks.

Be careful! These books can change your career: People Analytics and HR-Tech reading list

Littal Shemer

The book covers the full People Analytics scope (Benefits, Compensation, Culture, Diversity & Inclusion, Engagement, Leadership, Learning & Development, Personality Traits, Performance Management, Recruitment, Sales Incentives) with numerous real-world examples, and shows how R can help”.

Improve Employee Scheduling to Fast Track Business Recovery: The Comprehensive Guide

SwipeClock

Flexible Schedules: An Employee Perk That Helps Businesses Compete. Flexible Schedules: An Employee Perk That Helps Small Businesses Compete. A key advantage is helping small businesses compete with larger companies. Now you enter business metrics. Updated May 25, 2020.

Changemaker spotlight: Dr. Wald at USAA knows well-being can drive business results

Limeade

Dr. Wald knew they needed a compelling experience with immersive technology for their employees, which is why USAA partnered with Limeade in 2015. Departments compete to win the Enterprise Wellness Award and a large, “obnoxious” trophy — and it’s created quite the buzz.

Hiring the Wrong Salesperson is a $2-Million Mistake

HR Daily Advisor

Looking to build and perfect that 2015 comp plan? complete guide to compensation plans, Bring Back the Sizzle: PayScale’s Guide to Comp Plans That Get Workers Fired Up (In a Good Way). The stakes are very high when it comes to hiring salespeople, says Consultant Joseph DiMisa.

New Research on Cutting-Edge Performance Management: What Are We Learning?

Compensation Cafe

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. Almost all companies continue to use older practices such as pay for performance at the individual level, cascaded goals and assessment of goal achievement, competency assessment as the basis for assessment, calibration of assessments, and so on.

4 Mistakes Most Employers Make That Hurt Employer Branding

Aberdeen HCM Essentials

And that plays a big role when you’re competing for passionate candidates. Let’s take a look at how your current hiring process is hurting your employer branding — and how to fix it: Problem #1: You’re not sharing compensation information.