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New Research on Cutting-Edge Performance Management: What Are We Learning?

Compensation Cafe

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.

Total Rewards – Total Relationships

Bersin with Deloitte

Total Rewards leaders (Compensation & Benefits) are increasingly pressured from both inside and outside the modern organization. De-linking pay and performance? The reinvention of performance management is a well-published and discussed topic.

Internal Equity Trumps External Competitiveness

Compensation Cafe

In fact, most experienced compensation professional are able to craft apparently objective survey comparisons to produce any number they want; that is one of the reasons compensation is as much art as science.

Prejudice Perpetuated by Prior Pay Pattern

Compensation Cafe

For Management : Why ask for prior pay history in the recruiting process? Strong prejudice emerges against anyone paid outside the income band acceptable to the hiring manager.

Total Rewards – Total Relationships

HR Times

Total Rewards leaders (Compensation & Benefits) are increasingly pressured from both inside and outside the modern organization. De-linking pay and performance? The reinvention of performance management is a well-published and discussed topic.

Competitive Market Surveys Rarely Produce Identical Pay

Compensation Cafe

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.

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.

Manager Title or Director Title Distinctions

Compensation Cafe

Manager or director? Titles communicate level of responsibility over a work function, so the process by which such labels are determined is important to compensation professionals. Manager versus director is a frequently encountered challenge. The category distinctions that permit differences to be clearly and consistently defined between manager and director as a title are many and varied. The Accounting Manager, on the other hand, controls the whole thing.

Performance Enablement: A Next-Generation People Practice

Workday

HR today is far from where it was decades ago when traditional performance management practices were first introduced. As a result, companies are moving past annual performance reviews and employee rankings. This brings us to our ongoing work at Workday, where we recently piloted a new performance approach. I’ve worked along with our product team to build new features into Workday Human Capital Management to support the Five Factors. Measuring Performance.

Santa, Where Do Best Practices Come From?

Compensation Cafe

Much as we like to believe that our compensation processes are objective, even numbers have a way of being influenced by human nature. We're likely to pay more attention to findings that support our beliefs and to ignore competing facts and patterns in our data.

The Misallocation Dilemma

Compensation Cafe

When everyone competes for a piece of a scarce resource like employment income, the distribution allocation might be expected to follow some academic formula. More and more money to fewer and fewer people seems to be the trend today.

Workers are looking – and leaving – for career development

HR Morning

Employee development is at the heart of successful talent management. But it’s the ongoing training that’s at the core of talent management —and of retention. To get the most out your strongest workers, organizations need to expand training activities that increase supervisory, managerial, and executive competencies. Institutional knowledge/Knowledge management. You can find unbiased reviews and comparisons of many of these tools at Better Buys.

Titles and Pay - External Necessity Vs Internal Parity

Compensation Cafe

While organizational chart rank has a strong correlation with compensation, no one particular internal status relationship precisely matches the outside world. . Parallels exist, but survey comparisons are always imprecise. Every job title tends to describe functional area of competency and level of responsibility. But how those levels of responsibility relate to an internal value system of status, reporting relationships and compensation are still up to each employer.

How To Differentiate Performance Without Ratings

Saba

The biggest barrier to modernizing the approach to performance management is the HR-created need to have a "number" or category to help determine pay. If we get rid of performance reviews and ratings, how will we calculate merit increases? Step 2: The seven performance types.

Employee Engagement Software Solutions That Reduce Turnover

HRsoft

Compensation is one lens that gives management a perspective on the issue of disengagement and turnover. Performance reviews are concerned with the competence of workers and how valuable they are to the company.

Point Factor Job Evaluation Concisely Summarized

Compensation Cafe

Numeric points are accumulated across a number of evaluation factor dimensions with both scalar and interval values and are applied to administer compensation. Without those accommodations, the company would hemorrhage workers and close down for lack of competent personnel. Warning!

The Basics of Big Data, HR Analytics & Predictive Analytics

SMD

HRIS, ATS, LMS, surveys, 360 assessments, performance management ratings, compensation data) but we don’t always harvest the insights and intelligence from the data. time to fill) and comparisons to benchmarks (e.g.,

Book Review: Applied Psychology in Talent Management (8th ed.) by Wayne Cascio and Herman Aguinis

Workplace Psychology

Applied Psychology in Talent Management (8th ed.) is the newest edition of the Applied Psychology in Human Resource Management textbook by Wayne Cascio and Herman Aguinis. The title has changed with “Talent Management” replacing “Human Resource Management.”