Analytics in HR
JULY 31, 2023
As a function, HR covers the processes, practices, and strategies to attract, develop, and retain employees who contribute to the company’s overall success. HR is vital in aligning the organization’s business objectives and employees’ needs and aspirations. Let’s take a look at some common HR roles.
TLNT: The Business of HR
FEBRUARY 26, 2015
Last week, compensation solutions expert PayScale released its annual 2015 Compensation Best Practices Report. PayScale titled its report Attack of the Out-of-Date Comp Plan (cute, huh?), At least that’s what I think they believe.) more…).
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TLNT: The Business of HR
DECEMBER 23, 2016
In fact, PayScale research found that retention was listed as a top concern by most businesses over the past year. All indicators show the financial landscape is poised to continue growing in 2017, so employers are now more focused than ever on retaining and attracting key people at their organizations to maximize the business opportunities.
Analytics in HR
NOVEMBER 14, 2023
HR tips When conducting engagement surveys, ask employees about their job satisfaction and the reasons behind it Explore what aspects of their job energize them and what elements do not Implement stay interviews as a more personalized approach to gather insights on what employees appreciate about their roles and areas that can be improved.
HR Digest
SEPTEMBER 29, 2020
This information can be dug out from salary websites like payscale and paychek. Whether you want to stay up-to-date on HR news, read in-depth insights on HR trends or find new ideas on strategy, innovation, and leadership, The HR Digest Magazine is here to suit your needs and help you stay more informed.
Analytics in HR
MAY 30, 2023
Benefits administration Manage compensation and benefit documentation. According to Glassdoor, an HR assistant in Chicago is paid $52,906 annually , while their New York counterparts are expected to take home $51,543 annually. The average pay also depends on location.
ExactHire
AUGUST 25, 2016
In terms of both the money required to pay fees for compensation software, as well as the investment of time in mining the data to incorporate it into internal pay decisions, being more transparent about pay requires an employer to be solid in how it determines the going rate for different positions.
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