Practical HR Tips, News & Advice. Updated Daily.
The other day I heard about a company that provides fake references for job applicants, renters, and others. And from what I understand, the length it goes to in order to “lie” on behalf of its clients is unbelievable—even if the references it provides are believable.
Yesterday, we explored the factors behind the rise of comprehensive variable pay programs—and the types of cost savings you can expect. Today, John A. Rubino of Rubino Consulting Services explains who (and what) can make the difference between variable pay success and failure.
Comprehensive variable pay programs—more “pay at risk” for employees—are a growing trend for 2015 and beyond, notes John A. Rubino of Rubino Consulting Services. Here are some reasons why, and why you could save some serious money by implementing a comprehensive variable pay program at your organization.
Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence. —Helen Keller
To maintain legal compliance, employers must advise employees of many of their rights—and several of these notices must be made in the form of a publicly visible posting or notice.
Training—it’s how you mold promising new hires and start creating your company’s future leaders. What’s happening with training and development in the real world? What are your competitors up to? Help us find out!
In yesterday’s Advisor, we looked at some of the pros and cons of an unusual vacation policy—one that provides unlimited time off to employees. Today, we present a few more potential pitfalls of such a policy, but also some suggestions on how to manage the problems to make the policy successful.
Yesterday, Diana D. Neelman and Mary A. Rizzuti of Compensation Resources, Inc., provided some insights on crafting an innovative compensation strategy. Today, they reveal a key piece of the implementation puzzle: how to get top management on board with new initiatives.
Innovation drives productivity and opens up new opportunities. The most innovative companies, from Apple® to Zappos, are also the most successful. But innovation requires flexibility, a willingness to change, and a good tolerance for risk—three things that aren’t always part of compensation management.
As we discussed yesterday, part of the federal government’s plan to achieve pay equality for men and women involves the collection of compensation data from federal contractors.