2021 has been a year of uncertainty, especially in terms of compensation increase budgeting. As a result, organizations around the country are reexamining their variable compensation strategies and the impact on employee engagement & recognition.
If you’re a part of the HR team at your organization or business, you already know how important performance management is.
There is no doubt that 2020 has been a year for the record books. When it comes to forecasting compensation trends for 2020 and 2021, there have been challenges.
All business has its challenges. Due to their close-knit nature, family-owned businesses have unique challenges. Since employees are often related to each other, developing and maintaining fair & appropriate compensation plans can be difficult.
In the era of big data, people analytics has become a growing factor in organizational decisions made by human resources and executive leadership.
By guest author: Michael has been working in marketing for almost a decade and has worked with a huge range of clients, which has made him knowledgeable on many different subjects.
Many of us may have not realized how much we still rely on face to face, in-person contact in order complete common yet critical tasks such as hiring new employees.
2020 has certainly been an interesting ride for us all! While the whole world continues to adjust to the lasting impacts of COVID-19, we are witnessing how organizations and businesses have adjusted to survive and thrive under these challenging circumstances.
Diversity, Equity, and Inclusion (DEI) are topics we cannot ignore. Recent events have made it clear to businesses and organizations that there is a need for everyone to take an internal review of their DEI practices, and strengthen as appropriate.
A 2016 Forbes article noted that only 29% of 30,000 employees were “always” aware of their performance at work. This is a concerning statistic for many organizations.