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Compensation

From benefits administration to wage and salary levels, HR Daily Advisor gives you specific guidance on how to handle compensation issues in a way that attracts and retains the best talent and advances the strategic goals of your business. You get news and tips on what’s going on nationally and in the states, and updates on changes in regulations, possible governmental action and emerging compensation trends.

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Pay for Performance Requires SMART Goals

Yesterday’s Advisor offered success factors for pay for performance. Today, consultant Diana D. Neelman, CCP shows why pay for performance can fail, and we introduce you to a unique 10-minutes-at-a time training system for supervisors.
May 01, 2013 | Category: | Read More | 1 Comments

Pay for Performance Means Nothing Without Measurement

Start with mission and values, and take the time to develop a compensation philosophy, says consultant Mary A. Rizzuti, CCP, PHR. Then you can set an effective pay for performance program.
April 30, 2013 | Category: | Read More | 0 Comments

Assessing Your Sales Compensation Strategy: Dashboard Considerations

How can you measure the effectiveness of your sales compensation strategy? The goal is to craft sales compensation plans that motivate team members to perform strongly. To measure this, you need hard, quantifiable proof that the return on investment (ROI) truly aligns with your organization’s overall sales compensation strategy. Many companies create sales dashboards to visualize this type of information and quickly see where the strengths and weaknesses are.
April 11, 2013 | Category: | Read More | 0 Comments

ROI of Sales: 3 Approaches You Can Use

Yesterday’s Advisor featured consultant Joseph DiMisa’s comp design challenges for 2013. Today, how to make selling comp a little easier by using concrete ROI measures, plus an introduction to an upcoming free webcast on strategic HR.
April 11, 2013 | Category: | Read More | 1 Comments

Sales Compensation Strategy: Cost of Sales vs Cost of Labor

Should your organization have a sales compensation strategy that focuses on tying salaries to the costs of the goods sold, such as a commission-only program or one with significant revenue or profit-based incentives? Or should you ensure your sales compensation strategy keeps your salesperson pay competitive in the marketplace, regardless of how much sales revenue a salesperson brings in? The answer isn’t always straightforward, but there are some specific circumstances to consider.
April 10, 2013 | Category: | Read More | 0 Comments

Reward Top Performers with Reverse Robin Hood Approach

Rob from the poor, give to the rich, says consultant Joseph DiMisa, and you can structure your incentive program so it really rewards top performers.
April 09, 2013 | Category: | Read More | 1 Comments

Workers' Compensation: Q&A on Return to Work Scenarios

Returning employees to work after an injury can raise questions from both the employee and the employer. Must you keep someone on staff who is restricted to part-time hours (when the position needs to be full-time)? If an employee comes back to work without restrictions but still requests a reduced time schedule, how should you respond? What if the employee disagrees with the medical release to return to work and gets a new work restriction from a different physician outside of the system? These are all questions that were addressed by David Schmit in a recent BLR webinar. Read these answers and more here.
April 09, 2013 | Category: | Read More | 0 Comments

Where's the Public's Breaking Point on Exec Pay?

Shareholders are voicing their disapproval over excessive executive pay. HR managers need to know the public’s “breaking point” for each pay element, says consultant Kurt Fichthorn.
March 25, 2013 | Category: | Read More | 1 Comments

Exec Rewards: Use Total Comp or Miss by a Mile

Base executive pay decisions on total direct compensation and you are likely to “miss the market by a mile,” says consultant Kurt Fichthorn.
March 24, 2013 | Category: | Read More | 1 Comments

Is a 3% Merit Increase the ‘New Normal’?

Most companies are looking at around 3 percent for their merit budgets, says consultant Terry Pasteris, but they’re wishing they had 5 percent. In today’s Advisor, how she makes that (appear) to happen, plus an introduction to the all-comp-in-one-place website, Compensation.BLR.com.
March 11, 2013 | Category: | Read More | 2 Comments
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