Five Must-Have Manager Effectiveness Metrics for Engagement, Performance, and Tech Innovation Success

Visier

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers? Must-have manager effectiveness metric #2: High performer resignation rate.

Five Must-Have Manager Effectiveness Metrics for Engagement, Performance, and Tech Innovation Success

Visier

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers? Must-have manager effectiveness metric #2: High performer resignation rate.

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Recruiting Best Practices- Your Technology and You

HRchitect

This confidential data is stored in the system and can be used by management in creating metrics to ensure that recruiting process allows your organization to make the best possible selection and promote diversity. Organizations need to be allowed to recruit for highly compensated positions while keeping key data that is important for that selection process confidential. Metrics and Analytics. He joined HRchitect in March 2015. Written by: Bob Campagnoni.

Life Cycles and Compensation

Compensation Cafe

Compensation programs need to adapt to these different stages as companies grow and evolve. For example, compensation plans needed for start-ups are very different compared to those needed for mature companies. Let’s see how the various stages impact compensation. . Compensation : Salaries are limited as companies are not flush with cash. There is no formal compensation program. Decisions on compensation-related issues are handled in a discretionary manner.

Introduction to Executive Compensation: The Fundamentals

Decusoft

Are you new to the Executive Compensation management field? Do you want to ensure that you have the fundamental knowledge necessary to establish Executive Compensation plans that will help to attract, motivate and retain the talent necessary to achieve your corporate objectives?

Cost-per-hire metrics, demystified

Workable

Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. SHRM and ANSI define this additional cost-per-hire metric. The RCR formula is: You may include total annual compensation before new hires complete their first year. In this case, total annual compensation will be the amount you agreed upon through the employee’s employment contract. If the new hire’s compensation is $60,000 then RCR=(10,000/60,000)*100%=16%.

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? Creating an appropriate executive compensation package is vital to getting and keeping the best-suited executives for your organization. As with any role in the business, the compensation package should be tailored not only to the skills required but also to organizational needs. Other metrics?).

Suppressing Excessive Compensation

Compensation Cafe

Some giants in the compensation consulting community have spoken out in the past, motivated by a sincere sense of guilt for encouraging the tremendously disproportionate top executive pay that resulted from their prior yeoman work enabling unreasonable compensation. Compensation people often find themselves enabling actions depicted as social and economic evils. We could start with a metric higher than Peter Drucker''s famous old 25 times.

How do Compensation Planning Tools work?

HRsoft

Compensation today has moved far beyond the mere exchange of money for talent (or time). A high quality compensation plan must be able to: Make the most of each budget allocated to each department and employee. Businesses should invest in strategic compensation planning that doesn’t assign random pay packets to employees but considers the implications of every dollar spent and strives to be internally equitable and externally competitive.

Woulda, Coulda, Shoulda: An Incentive Compensation Story

Compensation Cafe

Inside that company, worked a compensation professional (“Yolanda”) who juggled many projects. She also combined all of these skills to build and manage her incentive compensation plans. The second, a sophisticated equity compensation program paid out nothing due to a stock price that fell as a result of the lackluster results. Woulda Dunitdifrent brought a list of all the metrics that he believed were better than those used in the cash incentive plan.

What’s Your Most Useful Metric? More Results of Our HR Metrics Survey

HR Daily Advisor

In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. Today, more of our findings, including measures of turnover, compensation, and training. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Turnover is clearly a very important metric for the HR professionals we surveyed—78% of participants measure it. Compensation-Related Metrics. Benefits and 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. Asking this question will yield a metric that reveals how many employees had more than one direct supervisor in the previous year, as a percentage of headcount. Workforce Intelligence 101 compensation culture HR leadership advice

Bonuses Remain the Top Priority for Raising Compensation

Compensation Today

Taylor, PHR, SHRM-CP, PayScale Senior Blogger Recently, I wrote about the sluggish state of the US economy and its impact on wages for the third quarter of 2015. 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. Are employee bonuses the new compensation strategy? Tess C.

Use 'The Interruption Strategy' to Tackle the Diversity Gap

Cornerstone On Demand

In her Harvard Business Review article, “ Hacking Tech's Diversity Problem ," Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. Step 2: Identify Key Metrics. Once you've identified a problem, you must identify your metrics. Once you have determined a point of bias and related key metrics, it's time to experiment.

Cost-to-Hire: Don’t Spend $100s to Earn Pennies

Cornerstone On Demand

According to the Brandon Hall Group , the majority of organizations have a very limited grasp on true cost-to-hire metrics — especially for poor hires. Additional variables include unemployment compensation, missed business opportunities, loss of team productivity, poor customer service, outplacement, weakened employer brand, litigation fees. How often do you make bad hires? If you're like 95 percent of other organizations (of any size), you make bad hires every year.

Make Your Presentation Relevant: Sample Metrics for the C-Suite Audience

HR Daily Advisor

In yesterday’s Advisor, we shared tips on presenting HR metrics to the C-suite from guest columnist and business consultant Bridget Miller. Today, Miller elaborates on specific metrics that may be of interest to your executive team. What metrics should you present? To decide on proper metrics, the HR team will need to assess the needs of their organization and meet with their executive team in advance to be on the same page in terms of what is important to each team member.

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. We’ve compiled a list of fundamental compensation terms and why they’re important to know. 3) PAY POLICIES Definition: Statements on how you intend to administer the compensation plan.

Recruiting Metrics that Measure Greater Company Health

Entelo

Indulge me in my assumption that you've spent a not inconsiderable amount of time trawling the blogosphere for advice on recruiting metrics. And while recruiting metrics are a great way to execute some internal PR and demonstrate your worth, I will implore you to think bigger about the utility of recruiting metrics. Either your compensation packages are lacking, you're moving too slowly, or the hiring manager isn't positioning your company as a compelling place to work.

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. Informed business executives know that talent has the upper hand in today’s market (hiring, new job creation, and voluntary turnover are all at 5-year highs, according to the BLS Job Openings and Labor Turnover Survey released in February 2015).

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Increased Use of Quality Measures in Physician Compensation Models

HR Daily Advisor

The findings of this year’s SullivanCotter annual Physician Compensation and Productivity Survey indicate a continued increase in the prevalence of quality-based incentives, which typically include metrics regarding clinical processes, patient experience, and access. Nearly half (45%) of the organizations surveyed reported the use of quality measures in their physician compensation models. Compensation incentives

The Results of Our HR Metrics Best Practices Survey Are In!

HR Daily Advisor

The HR Daily Advisor’ s HR Metrics Survey, conducted in April 2015, sought to gain a better understanding of how metrics are being utilized in the field of human resources. Does HR use metrics to gauge its own performance as a department? What metrics do respondents find to be the most useful? Some Highlights from the HR Metrics Survey: The most popular metric among participants was turnover, which is measured by 78% of the response pool.

HR Metrics Survey—What’s Being Measured These Days?

HR Daily Advisor

Metrics and analytics, along with the hypotheses drawn from them, are having a great impact on how decisions, big and small, are made—including in the field of human resources. So, what’s happening with HR metrics out there? We’ll get answers to these questions and more: Which metrics are being maintained relating to HR departments and their functions? What sort of metrics are being used for hiring? For compensation?

Make Your Compensation Work Across Generations

HR Daily Advisor

In yesterday’s Advisor , we looked at the first two of Payscale’s five compensation tips for workers at all stages of their careers, referencing their report, Compensation Challenges for a Multi-Generational Workforce. ” 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.

Breaking the (HR) Rules: Making Friends at Work

UpstartHR

Via @DawnHBurke #alshrm15 — Ben Eubanks (@beneubanks) May 20, 2015 You Need Friends at Work Let’s go with someone reputable, like Gallup , to make this argument. The development of trusting relationships is a significant emotional compensation for employees in today’s marketplace. Our objective was to identify the consistent dimensions of workplaces with high levels of four critical outcomes: employee retention, customer metrics, productivity, and profitability.

ATS 204

Ultimate Software and Customers — Partners for Life

Ultimate Software

They help us to continuously improve and deliver the HR, payroll, talent, compensation, and time and labor management solutions that not only help them achieve, but surpass their business goals. This metric is noteworthy because it transcends feelings of overall satisfaction with our technology and represents an endorsement of our brand.

Let’s Talk About the Trend Away From Base Pay Increases Towards Short Term Rewards

Something Different

…So this morning I read a great piece ( here ) from the NY Times highlighting a sea change in the way compensation is being managed in the U.S. Namely; the percent of annual payroll budgets dedicated to salary increases has shrunk from a high of 10% to a current level of 2.9%, and short-term incentives as a percent of payroll has skyrocketed from 3.9% (when Aon first started tracking the metric in 1988) to a record 12.7% Compensation hr human resources

Trends 130

A Closer Look at Executive Compensation

HRExecutive

According to an SEC statement announcing the proposal, the rules “would provide greater transparency and allow shareholders to be better informed when they vote to elect directors and in connection with advisory votes on executive compensation.”. The total executive compensation reported in the summary compensation table for the principle executive officer and an average of the reported amounts for the remaining named executive officers. The U.S.

Strategic HRM (HR Carnival)

UpstartHR

Here’s what I requested from the community in terms of content: For this Carnival, I’m looking for posts around the theme of “How to be a strategic HR player in 2015″ In recent weeks I have spent a lot of time researching and writing about HR strategy, strategic planning, etc. Sandrine Bardot at Compensation Insider brings us a plan for how to get buy in for your compensation and benefits plan.

What is Important in HR Technology?

New to HR

As millennials, those aged between 18 and 34, tipped the generational scale and became the majority workforce in 2015, the dependence on technology has only risen. The SHRM predicted that in 2015, European-based HR functions would “ continue to see a shift in companies running decentralized HR processes and moving to centralized HR process with automated benefits administration, ” aimed at allowing corporations to more closely assess their ROI and value. Analytics and Metrics.

How HR Can Tackle Diversity Using the Rooney Rule

Visier

In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. Consequences of this can range from reduced competitiveness and productivity to increased employee turnover to higher compensation costs. Here are a few demographic metrics you should be monitoring: 1.

‘Tis the Season for Rising Health Care Costs – Managing Total Compensation Changes

Compensation Today

How will employers manage their total compensation strategy for the coming year in order to remain competitive? Not Surprising.Health Care Costs on the Rise A Kaiser Family Foundation survey reported that employer-sponsored insurance premiums climbed steadily in 2015 as expected due to the increased demand for health care plans with the Affordable Care Act. Connecting additional compensation to performance metrics so that hard working employees see the results of their efforts.

Framing the Recruiting Work You Do For Hiring Managers In a Single Sentence.

The HR Capitalist

Do we have compensation issues? If your recruiting/talent metrics do anything, they should provide line of sight to how things are going. When you''re reporting on your own recruiting shop''s effectiveness, there are a lot of ways to do metrics. Many of the metrics that people want to report on take you deep into the weeds. Need an overview/executive summary metric that makes sense? It''s easy to get in the weeds on recruiting. Do we have enough candidate flow?

From Healthcare Worker Engagement to Patient Satisfaction: Your Six-Step Guide to Building a Service-Value Chain

Visier

How to Link Workforce Metrics With Business Outcomes, Part Three . For example, if feedback about rewards is negative for a work unit that is getting poor performance scores from patients, is there something that can be adjusted in terms of compensation? Back in 1747 Scottish physician James Lind finally put an end to the age-old “what-treats-scurvy” debate: is it cider? seawater? vinegar?

Data 250

From the SEC: Please Link Executive Pay to Performance

Compensation Cafe

We now send executive compensation to its inevitable peaceful and infinite slumber. April 29, 2015 was officially the beginning of the end of soaring executive pay. It is an important thing to know, but it is not earth shaking new information, or even the most important metric for some companies or their shareholders. Do you think the amount “actually paid” is a reasonable method for valuing compensation? Sleep well sweet Prince, or perhaps Emperor.

This is What Talent Management Will Look Like By The Year 2018 — Are You Ready?

Visier

While talent management is viewed as an urgent priority, knowledge about the workforce is typically limited to isolated metrics, such as time-to-fill for vacant positions. This is partially because of the way talent management has evolved into multiple data silos (each function — such as compensation, recruitment, and benefits — has its own set of transactional data that typically can’t be linked with other systems).

This Is What Companies Do When They Are Getting Kicked by Entry-Level Turnover.

The HR Capitalist

Put another way, you now have a metric for attempting to solve your entry level call center turnover problem. Play around with the numbers and make your leaders aware of the Aetna metric - it''s interesting to see what type of turnover reduction investment your company is willing to make based on the size of your business. Compensation Employee Relations

Develop Grow Achieve - 3 Tiers for P4P

Compensation Cafe

Metrics for development can be tricky when looking for direct alignment to pay. In individual terms we should focus on those metrics that drive growth, rather than the end result of growth. It is fine to include some aspect of the DEVELOP metrics for those newer to this level. Grow metrics and goals work especially well for short-term-incentive programs and as interim measurements in long-term incentive programs. Pay for performance continues to rise.