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Talent and Performance Management Survey Summary

HR Daily Advisor

The HR Daily Advisor research team conducted the 2016 Talent and Performance Management Survey in January, 2016. Talent and performance management are some of the most important and rigorous tasks any HR professional has to deal with. We asked participants everything from how they identify high-performing employees to how they reward those employees to what survey participants think about performance appraisals in general. Managing Shortages.

How to Make Headway on Pay Transparency

Compensation Cafe

It's time to accept that your job has changed from gatekeeper (limiting access to pay knowledge until employees are "ready") to educator (describing the nuts and bolts of salaries and incentives). Have you measured your progress on pay transparency? It's definitely time to check.

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Cafe Classic: Time for Spring Cleaning?

Compensation Cafe

My time is booked out." Problem is, if there are so many managers and employees that need you urgently -- or programs with ugly loopholes -- it's a safe bet that things aren't really in order. . Interview managers who approve overtime to determine if there are consistent practices and understanding of the regulations. If you have anniversary date performance appraisals , check out the backlog, contact the managers and eliminate it.

Where's Your Sense of Purpose?

Compensation Cafe

What and who do our employees care the most about (without any prodding from management) -- and how often do we look at things that way in HR? It got me thinking, for example, that managers and employees would have an easier time understanding the reason for objective-setting if they could link it to doing great things for their community -- whether it''s their department, division or whatever "local" entity they really care about. "It used to be like a family around here."

4 End-of-Year Tips that Should Come in Handy

Compensation Cafe

If your open enrollment is on autopilot by now, your to-do list is probably loaded with performance review implementation steps and soon to be bulging with budgeting, merit increase and incentive award activities. You can talk about business results and performance accomplishments/challenges in a way that educates employees, lining things up to turn next year's MBOs into more meaningful, and insightful, conversations. And the managers use them.)

Don't Do That! Bad Habits and Compensation

Compensation Cafe

Change management should be the foundation of 90% of compensation communications. New incentive coming up next year? Performance measures are changing, that means employees' current behaviors/habits need to be readjusted, or even rejected, for the new goals to be met or exceeded. Odds are that employees' perceptions of the meaning of competitive pay needs to be adjusted, let alone their level of trust in senior management and their own manager, too.

Loving the Way Your Numbers Make Me Feel

Compensation Cafe

Here''s a short take on the research, highlighted in The Daily Stat of the Harvard Business Review : If research participants were informed that their error rate on a task was 5%, compared with an unseen other person''s score of 2%, they rated their own performance more poorly than if they were told their success rate was 95% and the other person''s was 98% -- even though the two statements convey exactly the same information. the best Comp book I''ve seen and I recommend you get a copy."

There May Still Be Enough Time!

Compensation Cafe

You may have already completed performance appraisal discussions, but performance should certainly be part of the discussion when 2014 increases and bonuses are covered with employees. Global scores hover around 50% effectiveness for explaining pay and the rationale for performance ratings. Give your managers discussion outlines to use in these meetings. If you''re trying to talk yourself out of it, think of all those managers (your managers) fumbling for words.

Cafe Classic: Can You Spell D E B U N K?

Compensation Cafe

Employees shoulder the burden of pay for performance, hating the carrot and stick. There is an extreme mismatch between what our employees really want and our efforts at motivating them (through feedback, merit increases and incentives). . The thing is, we seem to be easily distracted by the loud and charismatic, especially when their books sell well. Base Salaries Compensation Philosophy Incentives/Bonuses Pay for Performance

Growing a Healthy Compensation Program

Compensation Cafe

If you're an HR office of one, busily juggling everything from beneficiary forms to incentive awards, it's hard to believe that you share any pressures with other HR managers. Nonetheless, consultants and researchers will tell you that there are some predictable similarities between the reward challenges of companies that are the same size and/or at the same stage of development. This is the first in a series.

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