INDUSTRY INSIGHTS YOUR PEERS ARE READING
Updating compensation practices or redesigning a plan? Why ask managers and employees about how they understand pay for performance, when you're not planning to change the performance management process any time soon? MORE
If reality is not matching theory, I would expect all sorts of ivory tower eggheads with advanced degrees in labor economics would have spoken up to enlighten us mere compensation practitioners stuck in the mud of ground-level reality. MORE
Not only is the famous battle for talent waging outside your company's ramparts, but a large chunk of the people you want to recruit think career opportunities and inspiring business goals are higher priorities than compensation when choosing a new employer. MORE
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% A peek at the maximum increase tied to a performance scale of 1–5 shows that 20.1% Performance management: 8.4%. MORE
Positive visibility should help, and one reliable channel is end-of-year communications about pay practices, bonus awards, company results, team achievements and so on. What would their managers say if you asked them that question? MORE
Perhaps you have heard the following concept in a conversation about performance management, ratings, and the subsequent compensation decisions: “When compared externally , we’re a superior company. MORE
Compensation professionals love to cite “the open market,” while being less eager to admit that every market is different. The reasons may be seem obscure to outsiders, but they are clear to those who follow the arcane practices of the wage and salary management field. MORE
Much as we like to believe that our compensation processes are objective, even numbers have a way of being influenced by human nature. Fortunately, there are time-tested actions that you can follow including these three listed in a recent Harvard Business Review "Management Tip of the Day.". MORE
In recent times, many companies euphorically and rather media-effectively jumped on the bandwagon of abolishing performance ratings. Most, however, were still trying to hang onto their legacy pay-for-performance concepts based on individual objectives. MORE
If you’re a small or midsize business (SMB) that does annual performance reviews, I have some terrible news. Annual performance reviews are dead. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings. MORE
We compensation professionals have been slow to face the implications of how entitlement attitudes affect reward management practices. Put into a compensation framework, is everyone entitled to a raise? MORE
Bonuses and Incentives Comparison Compensation Performance Management Compensation Cafe
APRIL 19, 2017
Updating compensation practices or redesigning a plan? Why ask managers and employees about how they understand pay for performance, when you're not planning to change the performance management process any time soon?
Compensation Cafe
JUNE 1, 2017
We compensation professionals have been slow to face the implications of how entitlement attitudes affect reward management practices. Put into a compensation framework, is everyone entitled to a raise?
Compensation Cafe
JANUARY 20, 2016
Compensation professionals love to cite “the open market,” while being less eager to admit that every market is different. The reasons may be seem obscure to outsiders, but they are clear to those who follow the arcane practices of the wage and salary management field.
Compensation Cafe
DECEMBER 7, 2016
Much as we like to believe that our compensation processes are objective, even numbers have a way of being influenced by human nature. Fortunately, there are time-tested actions that you can follow including these three listed in a recent Harvard Business Review "Management Tip of the Day.".
Compensation Cafe
APRIL 27, 2017
Not only is the famous battle for talent waging outside your company's ramparts, but a large chunk of the people you want to recruit think career opportunities and inspiring business goals are higher priorities than compensation when choosing a new employer.
Compensation Cafe
APRIL 12, 2016
If reality is not matching theory, I would expect all sorts of ivory tower eggheads with advanced degrees in labor economics would have spoken up to enlighten us mere compensation practitioners stuck in the mud of ground-level reality.
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% A peek at the maximum increase tied to a performance scale of 1–5 shows that 20.1% Performance management: 8.4%.
SuccessFactors
JANUARY 11, 2018
In recent times, many companies euphorically and rather media-effectively jumped on the bandwagon of abolishing performance ratings. Most, however, were still trying to hang onto their legacy pay-for-performance concepts based on individual objectives.
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. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings.
SuccessFactors
FEBRUARY 6, 2017
Perhaps you have heard the following concept in a conversation about performance management, ratings, and the subsequent compensation decisions: “When compared externally , we’re a superior company.
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