Compensation Cafe

JUNE 6, 2016

Editor's Note: Last summer we posted an announcement from Gerry Ledford (one of our profession's leading scholars) introducing a new academic study focused on leading edge performance management practices and an invitation for any qualified organizations to participate. For the past year, I have been leading research on cutting-edge performance management practices at the Center for Effective Organizations (CEO), University of Southern California.

Performance Management 62

Performance Management Adobe Study Comparison 62

HRsoft

DECEMBER 2, 2015

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. Motivate workers into going above and beyond the call of duty because of attractive and relevant incentives that are directly linked to stellar performance. What Makes a Compensation Plan Strategic? The post How do Compensation Planning Tools work?

Compensation 64

Compensation Benchmarking Tools Software 64

Compensation Cafe

APRIL 23, 2015

Pay for performance continues to rise. However, the failure of pay for performance is rising almost as fast. Usually the drive for pay for performance comes from the top of the company. “We 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.

Bonuses and Incentives 66

Bonuses and Incentives Metrics Coaching Compensation 66

Visier

NOVEMBER 30, 2015

And for a long time engagement scores have been the go-to metric that HR teams use when they need to demonstrate their impact on business results. To unlock the value of engagement data, then, it’s clear that you need to combine it with other information, such as employee data from your HR management and performance management systems and business outcome data from your ERP, and bring all that data into a single system that supports broad, ad-hoc analysis.

Survey 101

Survey Analysis High Performance Culture Metrics 101

Compensation Cafe

JUNE 9, 2015

Compensation would merely be a matter of dispensing the right sums. Roads and railroads would approach the safety record of airlines, whose safety and customer satisfaction metrics would also improve. serves on the Advisory Board of the Compensation and Benefits Review and will express his opinion on almost anything. If money alone could solve all problems, every issue could be reduced to an expense item. Life would be simpler.

Bonuses and Incentives 50

Bonuses and Incentives Payroll Metrics Compensation 50

Capterra

FEBRUARY 19, 2015

With gamification becoming a buzzword for every business department from training to project management , to the help desk , it should come as no surprise that performance management is also in the game designers’ sights. And, let’s face it, the current, annual performance review is a painful dinosaur that neither the manager nor the employee really enjoys. Any other great, free tools to gamify your performance appraisal process?

Tools 78

Tools Analytics Metrics Compensation 78

Compensation Cafe

NOVEMBER 24, 2015

The existence of an official formal maximum ceiling is simply a management convenience. 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. Jim also serves on the Advisory Board of the Compensation and Benefits Review.

Compensation 40

Compensation Guidelines Metrics Policies 40

Compensation Today

JULY 21, 2015

Most companies today are actively working to develop a pay-for-performance culture. A merit matrix is a two-factored table created by HR Departments to help managers equitably allocate raises across their employee population. It provides a framework for managers and guides them through the merit increase decision-making process. Performance rating options are plotted along the vertical side of the matrix and the position-in-range options along the horizontal side.

Payscale 83

Payscale Compensation Payroll Metrics 83

TLNT: The Business of HR

AUGUST 11, 2015

Yes, it is quantitative data that is difficult to rationalize or ignore and that is better than HR sharing their subjective observations with managers. Once the software has been installed, it must be maintained, mined and analyzed along with all of the other data from HRIS, compensation, learning and development and recruiting. I brought the first mini-computer into my organization in 1981 for the purpose of tracking sales incentive compensation. Performance management?

Software 74

Software Data Retention and Turnover Compensation 74

Kazoo

JUNE 10, 2015

Engaged employees perform. If culture comes first, performance will follow. Real-Time Coaching from a Manager. According to Gallup, managers account for 70% of the variation in employee engagement. Real-time coaching from a manager is one of the most effective approaches for fostering employee engagement. So, when you’re planning actions that could foster employee engagement, ask yourself if your management team is building trust with employees.

Employee Engagement 100

Employee Engagement Coaching Metrics Tools 100

HR Daily Advisor

JUNE 16, 2015

Saba, vice president of Market Strategy, Ceridian HCM, delivered his suggestions at the SHRM Talent Management Conference, held recently in San Diego. [ Performance Management Objectives. Increase the percentage of employees for whom performance reviews have been completed and documented by the target date. Increase the percentage of employees who achieve at least 80% of their annual performance targets. Tie your reporting to a business metric (e.g.,

Talent Management 50

Talent Management Saba Metrics Ceridian 50

HR Times

DECEMBER 17, 2015

Posted by Josh Bersin on December 17, 2015. We just completed a two-year research study (our 2015 High-Impact Talent Management research ) and the results are profound: among more than 128 different practices we studied, the talent practices that correlate with the highest performing companies are what we call building an “Inclusive Talent System.” High-Impact Talent Management Register for the webinar. Global Human Capital Trends 2015 Explore the trends.

Diversity 48

Diversity Study Benchmarking Performance Management 48

Compensation Cafe

MAY 20, 2015

HBR.com recently revealed, "What Big Companies Get Wrong About Innovation Metrics." You may be in the crowd of companies that have been trying to break the mold through in-house innovation teams. He was unshakeable then that traditional performance management schemes couldn't measure the contributions he was making to his station or the professional development he was achieving. No need to explain why activity metrics are unimpressive.

Metrics 46

Metrics eBook Compensation Career Development 46

TalentCulture

AUGUST 11, 2015

Not a great moment for manager or team member, but it’s a common one. Mid-year reviews are a painful reminder of how far apart work and goals can drift and how little traditional performance management helps people perform at their best. Then there is the self-realization that it’s more fulfilling to aspire to something larger and that your performance and compensation are fundamentally intertwined. You don’t have goals and no metrics for success exist.

Metrics 80

Metrics Compensation Video System 80

Kazoo

OCTOBER 25, 2018

As Baby Boomers retire, the need to shape younger workers to fill available management roles grows stronger. Key Metrics. Depending on the needs of your business, as well as the industry, these metrics can vary, but they should all focus on the happiness and engagement of your workforce. Relationship with Peers and Management – Collaboration is key. Additionally, having an open and honest relationship as a manager is important.

Retention and Turnover 109

Retention and Turnover HighGround Diversity and Equality Metrics 109

Kazoo

OCTOBER 25, 2018

As Baby Boomers retire, the need to shape younger workers to fill available management roles grows stronger. Key Metrics. Depending on the needs of your business, as well as the industry, these metrics can vary, but they should all focus on the happiness and engagement of your workforce. Relationship with Peers and Management – Collaboration is key. Additionally, having an open and honest relationship as a manager is important.

Retention and Turnover 100

Retention and Turnover Diversity and Equality Metrics Training 100

Oracle HCM - Modern HR in the Cloud

MARCH 23, 2015

Talent management excellence, or the practice of successfully attracting and retaining talent, is a key priority for business leaders worldwide. By achieving talent management excellence in the organization, HR can become a true partner to business leaders and top executives, and drive real business impact. Obstacles to Talent Management Excellence. Best Practices for Talent Management Excellence. By Madhur Chaturvedi.

Talent Management 70

Talent Management Oracle Metrics Policies 70

FlashPoint

FEBRUARY 9, 2015

Many organizations completed their employees’ annual performance reviews at the end of last year, and for many the process was once again ineffective. Why aren’t more managers and employees pleased with the outcomes? Why is there such disconnect between performance management and strategic goals? To get at the heart this, consider these 10 ways to improve your performance management process for 2015. If performance is rated on a scale (e.g.,

Time and Attendance 40

Time and Attendance Competencies Performance Management Metrics 40

Workboard

JULY 15, 2015

Not a great moment for manager or team member, but it’s a common one. Mid-year reviews are a painful reminder of how far apart work and goals can drift and how little traditional performance management helps people perform at their best. Then there is the self-realization that it’s more fulfilling to aspire to something larger and that your performance and compensation are fundamentally intertwined. You don’t have goals and no metrics for success exist.

Metrics 63

Metrics Compensation Video System 63

Digital HR Tech

FEBRUARY 5, 2018

A lot of people – including us – are looking for a talent management model but so far, no one has developed such a model yet. This article, therefore, introduces a talent management model you can use in order to get the most out of your employees. The HR Talent Management Model. When we need to create a talent management model, the marketing model I just described works as a perfect template. Topics include retention, happiness, and compensation and benefits. .

Talent Management 65

Talent Management Retention and Turnover Onboarding Compensation 65

Capterra

OCTOBER 10, 2018

If you’re a small or midsize business (SMB) that does annual performance reviews, I have some terrible news. Annual performance reviews are dead. The Society for Human Resource Management (SHRM) suspected they were on their last legs back in 2015 before a number of sources officially called time of death earlier this year. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings.

Software 46

Software Bonuses and Incentives Comparison Benchmarking 46

SAP Innovation

JULY 22, 2015

With apologies to Mr. Twain for paraphrasing, reports on the death of performance review ratings are not only grossly exaggerated, but missing the mark entirely. According to Leslie Apony , manager of customer value and adoption at SAP/SuccessFactors , many organizations are eliminating performance ratings without understanding the cascading implications. The issue isn’t just about pay-for-performance. Develop effective performance management processes.

Compensation 25

Compensation Comparison Performance Management Metrics 25

SAP Innovation

NOVEMBER 25, 2015

The trouble is, the only way HR can demonstrate its relevance is by speaking the language of the business, which revolves around metrics. This is the fourth in my series of employee performance management blogs, this time delving into what’s possible with HR measurement. Similarly, for effective performance management, you have to look across multiple data points to infer what’s going on. We want performance data to reflect the true measure of the employee.

Metrics 21

Metrics Competencies Compensation Performance Management 21

Compensation Cafe

JUNE 20, 2019

Should that be, or is it (in fact or from what evidence suggests) a compensable factor? The number of direct reports a manager may have usually has little impact, if any, on compensation. Senior managers in Twenty-First Century enterprises are generally paid for the results they achieve rather than the number of individual subordinates at the level right below them. As organizations grow, they generally create multiple duplicate management jobs serving small segments.

Metrics 43

Metrics Report Payroll Industry 43

Visier

FEBRUARY 16, 2017

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. In 2015, 90% of new CEOs in the S&P 500 were promoted or hired from line roles — and 100% of these executives were men. Performance Management’s Effect on Gender Equity.

Data 260

Data Diversity and Equality System Performance Management 260

SAP Innovation

AUGUST 13, 2015

Not a great moment for manager or team member, but it’s a common one. Mid-year reviews are a painful reminder of how far apart work and goals can drift and how little traditional performance management helps people perform at their best. Then there is the self-realization that it’s more fulfilling to aspire to something larger and that your performance and compensation are fundamentally intertwined. You don’t have goals and no metrics for success exist.

Metrics 27

Metrics Compensation Video System 27

Kazoo

NOVEMBER 21, 2018

Whether that role is to attract and retain new talent, maintain compliance, or evaluate compensation and benefits, these are the 5 must-have items to add to your 2019 HR budget. If there’s one metric that can determine a business’s productivity, profitability, and turnover rate, it’s employee engagement. A recent study by Reward Gateway showed that “ 70% of employees say that motivation and morale would improve with managers saying thank you more. ”

ClearCompany 109

ClearCompany Retention and Turnover Metrics Tools 109

HR Times

SEPTEMBER 27, 2016

Predicated on corporate-lattice thinking—a model first introduced in Benko’s book, The Corporate Lattice: Achieving High Performance in the Changing World of Work , the aim of AT&T’s aggressive program, dubbed Workforce 2020, is to create a culture of continual reinvention where long-standing though newly empowered employees can thrive. Posted on September 27, 2016.

Metrics 70

Metrics Compensation Performance Management Career Development 70

HR Times

SEPTEMBER 27, 2016

Predicated on corporate-lattice thinking—a model first introduced in Benko’s book, The Corporate Lattice: Achieving High Performance in the Changing World of Work , the aim of AT&T’s aggressive program, dubbed Workforce 2020, is to create a culture of continual reinvention where long-standing though newly empowered employees can thrive. Posted on September 27, 2016.

Metrics 70

Metrics Compensation Performance Management Career Development 70

HR Daily Advisor

AUGUST 16, 2017

to senior management, 19.1% awarded as much to employees at the management level, 19.7% awarded it to non-management salaried exempt employees, 20.6% in 2015, 35.7% A peek at the maximum increase tied to a performance scale of 1–5 shows that 20.1% awarded pay increases of up to 2% to employees whose performance “needs improvement.”. 2017 General Increases (Not Tied to Performance). awarded that amount to management-level positions.

Bonuses and Incentives 42

Bonuses and Incentives Retention and Turnover Survey Metrics 42

Hoops

FEBRUARY 23, 2018

The most serious challenge facing Human Resources is not benefits, compensation, or performance management. HR professionals and employee managers are now able to transform the employee journey from the job application forward, monitor and measure the effects of created experiences, and drive improvements using talent experience management software. The result, as the following studies suggest, can be dramatic improvements in both metrics.

Retention and Turnover 100

Retention and Turnover Study Employee Engagement Globoforce 100

Compensation Cafe

NOVEMBER 1, 2016

But how much an organization should increase its pay is always an issue for compensation people. The two metrics have a lot in common. Those kinds of issues don't make friends for total reward professionals, who already face enough challenges when playing "compensation cop." James (Jim) Brennan is an independent compensation advisor with extensive total rewards experience. How hard you should press the accelerator pedal of your automobile is rarely surveyed.

Compensation 50

Compensation Comparison Payroll Metrics 50

Reflektive

NOVEMBER 1, 2017

Research from Deloitte in 2015 found that companies are no longer buying into the myth that a 100-question employee engagement survey will drive positive business impact because these surveys aren’t actionable. Data from a Lightspeed Venture Partners survey released earlier this year found that while a majority of companies invest in recruiting and new-hire onboarding programs, few companies invest in employee experience programs, such as performance management and compensation reviews.

Company 143

Company Survey Metrics Onboarding 143

Visier

MARCH 8, 2018

Gender equity is an issue of incredible focus and debate for employers and lawmakers, particularly when it comes to compensation. Establishing an equitable pay policy is an important step forward, but the gender pay gap is more than a compensation issue. Revisiting the Manager Divide. This directly drives the gender wage gap as managers earn on average two times the salary of non-managers. This year’s International Women’s Day theme is #PressForProgress.

COMPAS 168

COMPAS Diversity and Equality Compensation Diversity 168

WorkHuman

FEBRUARY 29, 2016

In his book Organizational Culture and Leadership , Edgar H, Schein writes, “The connection between culture and leadership is clearest in organizational cultures and microcultures…These dynamic processes of culture creation and management are the essence of leadership and make you realize that leadership and culture are two sides of the same coin.”. In a Talent Management article last month titled “What Should CEOs Expect From HR?” 16 HR Metrics That Smart HR Departments Track.

Retention and Turnover 106

Retention and Turnover CHRO Trends Benchmarking 106

Reviewsnap

JULY 10, 2017

Many companies, and federal agencies such as the Department of Defense, are moving to a process known as pay-for-performance. As with many corporate policies, pay-for-performance has benefits and negative consequences. Following are the most important positive and negative features of pay-for-performance. Benefits of Pay-for-Performance. 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.

Metrics 40

Metrics Payroll Competencies System 40

Reviewsnap

JULY 10, 2017

Many companies, and federal agencies such as the Department of Defense, are moving to a process known as pay-for-performance. As with many corporate policies, pay-for-performance has benefits and negative consequences. Following are the most important positive and negative features of pay-for-performance. Benefits of Pay-for-Performance. 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.

Metrics 40

Metrics Payroll Competencies System 40