Compensation Communications that Hit the Mark This Time

Compensation Cafe

We'll talk about how this works in a minute, but let's start by checking out this comparison. Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café.

How Betty Crocker Thinks about Compensation

Compensation Cafe

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? I've finally come up with a good comparison that I want to share with you.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

No Statue of Entitlement

Compensation Cafe

We compensation professionals have been slow to face the implications of how entitlement attitudes affect reward management practices. There is no statue of entitlement , nor is there any law guaranteeing a right to anything you want.

Is Pay Transparency a Gift? Agree, No Opinion, Disagree

Compensation Cafe

Pay-for-performance: "I am satisfied with how pay raises are determined.". Competitiveness: "In comparison with those in other companies with jobs similar to mine, I feel my pay is okay.". Here are a couple of examples: My manager has explained how the compensation program works.

Competitive Market Surveys Rarely Produce Identical Pay

Compensation Cafe

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. In addition, an employer may select different peer comparison groups for each work group and address them differently.

Do You Know How to Attract Star Employees?

Compensation Cafe

With certain job levels, the link between incentives and the company's mission would be quite valuable, too. After all, that's the context of your pay-for-performance philosophy, isn't it? Most of us are deep into recruiting these days, so Gallup's question caught my eye and held it.

The Misallocation Dilemma

Compensation Cafe

Despite the fact that dividing any “excessive” pot among regular employees might only buy each a single pizza, invidious comparisons make wonderfully effective sound bites. More and more money to fewer and fewer people seems to be the trend today.

How Gender Pay Gap Affects Your Business

Vantage Circle

That resulted in a settlement of a bonus in pay equal to that paid to men workers. more in comparison to women. Performance. Women, who are considered “top performers” at work are often less likely than men to receive a promotion. Performance Management

To Pay For Performance Without Performance Ratings, In For A Penny, In For A Pound

SuccessFactors

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.

Annual Performance Reviews Aren’t Dead, but They Do Need New Life

Capterra

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.

Value End-of-Year Implementation -- Turn Down the Heat on the CEO Pay Ratio

Compensation Cafe

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?

eBook 52

The Myth Of Right-Skewed Performance Rating Curves

SuccessFactors

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. In this case, variable remuneration is therefore commission-based and not bonus-based.

BLR’s 2017–2018 Pay Budget and Variable Pay Survey

HR Daily Advisor

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%.

Performance Snapshots at Deloitte

Strategic HCM

Buckingham dealt less with the more formal aspects of performance management but it’s this that was covered extensively in the Harvard Business Review. Actual performance accounts for only 21% of the variance. So traditional performance reviews are clearly very unlikely to work.

ATS 77

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

A few other notes: This is organic (not total) traffic — We’re using ahref’s measurement of organic traffic because we find it to be the best apples-to-apples comparison of traffic to HR blog pages. Performance Management. 100 Useful Performance Review Phrases.