While it’s been over five years since the Great Recession, a continuing aftershock from 2009’s economic struggles includes the thinking pattern of potential employees.
By Tim McConnell of McConnell Consulting
Is your organization doing everything it can to succeed in this VUCA (Volatile, Uncertain, Complex, and Ambiguous) economy?
According to a study conducted by SilkRoad, 49% of 150 surveyed HR professionals noted that engaging and retaining employees was a concern.
In this issue of Astronology we explore job rotation. Has your organization used job rotation as an employee development tool? If not, now is a great time to learn how it can help your organization to be successful!
The final feature in our Astronology® six part series is here! In this issue of Astronology®, we will discuss variable pay.
Compensation Programs and Practices 2012, conducted by WorldatWork, found that 80 percent of organizations relay pay information to their employees via brief written or oral communications.
Continuing our series of compensation topics, this week’s Astronology will review the basics of Pay for Performance programs. About 71% of organizations have a formal employee performance appraisal system.
An important part of compensation administration is the salary structure. According to Compensation Programs and Practices 2015, 87 percent of organizations have a formal salary structure in place.
The importance of job evaluation is simple. In order to create a competitive yet equitable compensation system, organizations need clear job classifications.
The compensation philosophy is the foundation for all compensation decisions an organization makes. Developing a compensation philosophy, however, is not always an easy task.