Out With Comparisons, In With Confidence

EmployeeConnect

Imposter Syndrome, comparison-itis, and many other terms have been coined to describe this phenomenon. When it dents our confidence, and holds us back from maximising our potential we really need to find a way put the comparisons aside and move forward. You can find lots of useful information on how to define, identify and minimise the comparisons – here are my five top tips. This is clearly not an accurate comparison so let’s change our perspective and focus.

Benefits of a Competency Framework

EmployeeConnect

These are often described as competencies – the various skills, abilities, experience, personality traits and motivators that contribute to someone performing well in their position within the business structure. This is certainly where a competency framework is of value.

Benefits of a Competency Framework

EmployeeConnect

These are often described as competencies – the various skills, abilities, experience, personality traits and motivators that contribute to someone performing well in their position within the business structure. This is certainly where a competency framework is of value.

Taking the Confusion Out of Competency-Based Career Pathing

TalentGuard

Taking the Confusion Out of Competency-Based Career Pathing. However, a major concern for organizations is attracting and retaining high caliber talent with these behavioral capabilities (competencies) as they are critical to organizational productivity, performance, and continual improvement.

9 Things to Consider Before Asking Employees to Sign a Non-Compete Agreement

Insperity

Increasing activity in the courts shows that the use of non-compete agreements is likely on the rise. court decisions involving non-competes – a 61 percent increase since 2002. A non-compete agreement can help prevent loss of income and protected information if a competitor were able to lure one of your employees away from your organization. Non-compete basics. State, not federal, laws govern non-compete agreements.

Why Ranking Employees Against Each Other Doesn’t Work

Reflektive

At one point, we all used benchmarks: From childhood through higher education, we had clear grades presented to us multiple times a year to let us know exactly where we stood in comparison to a mandated rubric. Temporal Comparison and Social Comparison. Most companies tend to favor either comparing employees’ performance against their own previous performance (temporal evaluation) or comparing employees’ performance against each other (social comparison).

Lights! Camera! Action!!

Compensation Cafe

Compa-ratios (comparison of pay to a salary range midpoint). Compensation Philosophy CompetenciesWhen you’re trying to grab the attention of Senior Management, remember that they like a good story, especially one with pictures. .

Can ‘Fun’ Assessments Be Functional?

Outmatch

They wanted to know why we don’t implement something similar, and why our assessments take so long (8-15 minutes, typically) in comparison. FAQ assessments best practices bias candidate experience competencies talent selection

Competitive Market Surveys Rarely Produce Identical Pay

Compensation Cafe

In addition, an employer may select different peer comparison groups for each work group and address them differently. Cash compensation supplies a number for comparison but it is still only part of the employee value proposition.

UCCS Shares How to Hire Faculty Who Will Support a Diverse Campus Environment

SkillSurvey

The tool uses scientifically-valid, job-specific surveys that include the range of competencies found to be most relevant to success. Hiring and Recruiting behavioral competencies diversity higher education reference checking soft skills

Tips for Applying Geographic Pay Differentials

Compensation Cafe

Only pay practices that affect your ability to attract, retain and engage competent workers should be relevant for geographic analysis. Executive compensation patterns that are based on international or even global comparisons have virtually no effect on rank and file pay relationships. Likewise, if you don't recruit from a location or have some internal equity relationship based on it, then exclude it from your RELATIVE comparison exercise.

The (De)Motivating Effects of Relative Performance Evaluation

Compensation Cafe

As we mature, the types of comparisons we make change, but we're still making comparisons: who earns more money, who performs better in the job, and so on. In the workplace, these comparisons become formalized through the organization's performance evaluation system.

Prejudice Perpetuated by Prior Pay Pattern

Compensation Cafe

Plus, they create pressure to make hiring offers above the normal entry rate, closer to the central position value, thus potentially creating pay compression with senior peers and inviting other invidious internal equity comparisons when word gets out.

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. Internal equity will always get higher priority than external competitiveness.

Four Steps to Embed I/O Psychology into Your Hiring Process

SkillSurvey

Most importantly, you need candid feedback on a candidate’s soft skills, or the competencies and behaviors that aren’t necessarily tied to degrees, resumes or job experience. This structured and consistent approach yields the best results and provides the best data for purposes of comparison when it’s time to make a decision,” says Dr. Hedricks. Hiring and Recruiting all industries assessments behavioral competencies reference checking soft skills

Manager Title or Director Title Distinctions

Compensation Cafe

Accept that your tradition may not translate well for solid comparisons with other peer employers. Base Salaries Benefits & Perquisites Carnivals Compensation Philosophy Competencies Executive Compensation Job Evaluation Surveys Total RewardsManager or director? That is the question. Titles communicate level of responsibility over a work function, so the process by which such labels are determined is important to compensation professionals.

How To Use Cohort Analysis for Better Workforce Decisions

Visier

Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups.

How To Use Cohort Analysis for Better Workforce Decisions

Visier

Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups.

Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

Visier

In this first wave of benchmarking, HR was provided with static comparison data that was typically 24 months old. 50 years ago, large organizations could not measure “good” or “bad” when it came to their own workforce trends.

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

Visier

It brought to mind what Dave Ulrich — the author of modern HR and a past Visier Outsmart speaker — and his team wrote in their paper The New HR Competencies: Business Partnering from the Outside-In : “High-performing HR professionals think and act from the outside-in.

Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

Visier

In this first wave of benchmarking, HR was provided with static comparison data that was typically 24 months old. 50 years ago, large organizations could not measure “good” or “bad” when it came to their own workforce trends.

Do I Need a Performance Appraisal System?

Get Hppy

Review Cycle and Comparison Tools. Competency Management Software. Most companies now run on an appraisal system of one sort or another. Typically, the performance appraisal process is used to evaluate employee achievement and behaviour.

System 114

Employee performance management tool for the modern HR professional

AssessTEAM Performance Management

This report highlights shortcomings in specific competency areas based on aggregated, individual employee performance scores. It is a data-driven way to identify areas in need of competency development.

Does Your HR Story Jump off the Dashboard? Three Elements to Consider.

i4cp

If you do not compete, at least with yourself, you cannot move forward. Competition requires a comparison of where you were to where you are and to where you could be. While the concept of targets on a dashboard may be fundamental to many people, in the past year I have reviewed dozens of HR dashboards that fail to give some kind of meaningful comparison. Adding targets for comparison, give consumers of data a basis for knowing if we’re doing well or otherwise.

Defining the Group with the Highest Selection Rate in Adverse Impact Analysis: Uniform Guidelines Methods May Mislead

Biddle Consulting

In the example below, 100 applicants competed for 36 positions. The difference in SR between NAT (67%) and BLK (13%) is large, and so the Effect Size for that comparison is large. Option 2 is to simply analyze all possible combinations of SR comparisons for AI.

Employee performance management tool for the modern HR professional

AssessTEAM Performance Management

This report highlights shortcomings in specific competency areas based on aggregated, individual employee performance scores. It is a data-driven way to identify areas in need of competency development.

4 Commandments for Successful Onboarding

mroads

It is vital to remove the assessment subjectivity among new hires and current employees through a candidate market medium comparison. Your onboarding process is the key to not only employee success, but to retaining the new hires companies have invested in.

How to Use Employee Benchmarks

Namely

When using employee surveys, it’s important to have comparison data so you can track how you’re doing over time. Benchmark comparisons give you the added context of how your organization is doing relative to your peers. With current data in a benchmark, you know that you’re getting the most accurate picture for comparison. Are you competing for talent with companies in the benchmark? Use them as a guide for comparison, but don’t get too caught up in the numbers game.

Should You Make Everyone a “Winner”?

RecognizeThis!

Although comparisons like the one above are tempting, they often fail to capture the fundamental ways that effective organizations motivate their employees across the performance spectrum. If we compete to contribute rather than to win, our organizations can become more successful.

Benchmarking & What-If Analysis

Vemo

Internal benchmarking is one of our key capabilities and customers are finding internal comparisons to be highly valuable and effective. If you are a company that has similar business units, branches, or divisions, internal comparisons offer significant insight.

Five Essential Fixes for Amateur Talent Management Tactics

Visier

When looking internally, a basic comparison of employee tenure won’t reveal who is the most competent employee for the job. Take this quiz to find out if impulsive managers are holding you back. That fly-by-the seat-of-your-pants approach to talent issues.

The only recruitment plan you'll ever need

Hoops

There are various reasons cited including the lack of technical competencies and stagnant wage growth. Feedback about each candidate should be shared in a comprehensive way so that side by side comparisons are possible.

The only recruitment plan you'll ever need

Hoops

There are various reasons cited including the lack of technical competencies and stagnant wage growth. Feedback about each candidate should be shared in a comprehensive way so that side by side comparisons are possible.