Practical HR Tips, News & Advice. Updated Daily.
By Sharon McKnight, CCP, SPHR Trying to find market data for some jobs may seem a little like searching for a needle in a haystack—tedious, time-consuming, and marginally successful. Often, the problem isn’t that no data is available but how we look for it.
By Claudia St. John, SPHR, SHRM-SCP, president, Affinity HR Group, LLC Are your sales and customer service teams arguing or just not getting along? Do some members of your leadership team fail to openly share their thoughts and concerns? Are your best performers bogged down in work, unable to delegate because they worry someone else […]
By Sharon McKnight, CCP, SPHR Recognition programs award employees for past behavior rather than drive future behavior and, as a general rule, have no predetermined goals or performance levels that employees are required to achieve. Also, they’re usually budgeted at the organizational level instead of being budgeted by individual departments and focus more on recognizing […]
By Sharon McKnight, CCP, SPHR One of the primary elements of any compensation philosophy is the company’s stance on employee pay relative to the market. Essentially, there are three options: lead, lag, and lead-lag.
“Welcome to the Republic of California,” says Allison West, Esq., SPHR, SHRM-SCP, “Or, as some like to say, the People’s Republic of California.” The Golden State is known for confounding many an HR professional with its uniquely labyrinthine employment law codes, and West shared her advice regarding developments in California legislation at the Society for […]
Yesterday’s Advisor revealed tips on how to organize flextime (even when every employee has to be physically on-site every day) courtesy of Megan Lee, SPHR, SHRM-SCP. Today, we present more about Lee’s program—as well as the extraordinary results she achieved.
Yesterday, BLR’s Senior Compensation Editor Sharon McKnight, CCP, SPHR, took us through the process of finding compensation data for those slippery jobs that are tough to classify. Today: What to do if you’ve gone through all those steps and still find yourself coming up empty.
In strategizing salary budgets, employers often have to decide whether they want to lead, lag, or lead/lag the market rate. What factors play into aging market data to suit your employment needs? And when is it time to retire your current market data?
Trying to find market data for some jobs may seem a little like searching for a needle in a haystack—tedious, time-consuming, and marginally successful. Often, the problem isn’t that no data are available but in how we’re look for them, says BLR’s Senior Compensation Editor Sharon McKnight, CCP, SPHR.
When in doubt about how to set an accurate salary range for a given position, market survey data are crucial. That’s Compensation 101-level stuff. What’s not always so clear, however, is what to do with those data.