How to Meet the New Overtime Regulation Using People Analytics


This isn’t the first time organizations needed to analyze their workforce data for regulatory or legal reasons–and it won’t be the last. No longer can you start a data project just to deal with workforce surprises–you and your team need to be able to analyze and shift on a dime.

The Immutable Laws of Compensation (Part 2)

Compensation Cafe

Third Corollary: Managers and employees will always believe that low pay (especially their own) is the direct result of the compensation team not properly understanding the “real” market. Base Salaries Compensation Philosophy Incentives/Bonuses Pay for Performance Total Rewards

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The Immutable Laws of Compensation (Part 1)

Compensation Cafe

Third Corollary: Some managers always want to pay their employees more in order to motivate them, to make them more productive, and to improve the quality of the work they perform. Base Salaries Compensation Philosophy Incentives/Bonuses Pay for Performance Total Rewards

Time for Another Look at Wellness Programs

Compensation Cafe

Companies have used the “carrot” giving employees financial incentives to participate, such as discounts on health insurance. Could a plan violate the ADA, even if it’s authorized by the ACA? Benefits & Perquisites Compensation Philosophy Incentives/Bonuses

Compensation’s Role In Acquisitions

Compensation Cafe

Job titles of the target’s management may change to be in sync with the parent company’s titles. Acqui-hires : This is the practice of acquiring a company for its talent rather than its products. It’s all the rage in Silicon Valley thanks to the war for technical talent.

Life Cycles and Compensation

Compensation Cafe

For example, compensation plans needed for start-ups are very different compared to those needed for mature companies. It is common to hire over-qualified outsiders for management positions specifically to take the company forward. Hiring bonuses for key talent may be used to keep the fixed cost of salaries down. Informal bonus-type programs are based mostly on company profits. Not everyone will get stock at this stage mostly key talent.

Relying on Traditional HR Will Lose You the Analytics Talent Race

Analytics in HR

The war for talent is raging across industries and countries, and nowhere is the fight more intense than in data science and analytics. Analytics talent, especially recent graduates, expect to work in dynamic organizations. This can pose a challenge for recruiting analytics talent. Analytics talent cite “lack of a growth trajectory” as a primary reason for leaving their previous employer, according to the above survey.

TalentGuard Announces New Reseller Partnership in Latin America


WWT brings TalentGuard’s full Talent Management Suite to Latin America. Through this partnership, WWT broadens its talent management offering enabling customers to better manage their workforce and deliver cost-effective services to the LATAM region. It’s a flexible, cost-effective and intuitive solution for companies doing strategic workforce planning.