You’re an organization who’s just re-evaluated the pay ranges of your employees in light of current market findings, and you’ve made all the relevant changes.
In the November 8th issue of Astronology®, we addressed the topic of what to do when you have an employee that is willing but unable to perform his or her job functions.
The Red Circle… it’s not just an obscure 2003 French film, but is something that may be affecting your employees’ salaries and future.
The HR staffing ratio – which compares the number of HR staff members to the number of employees they serve – is often used as a benchmark to determine HR”s capabilities and assess the need for outsourcing.
This Astronology® article is contributed by Peter Loomis, SPHR. Peter is Managing Consultant of Loomis Associates, Buffalo, NY. Peter can be reached at pclhr[@]earthlink.net.
Overtime can carry an organization through treacherous times, or hasten its descent into the red. The difference is a matter of strategy.
Thanks to Astronology® reader Milvana Grzan, of Memorial Sloan-Kettering Cancer Center, New York, NY, for providing this issue’s topic. Ms. Grzan asks how an organization can provide extra compensation to exempt staff without violating the Fair Labor Standards Act (FLSA).
Although the economy appears to be unsettled with unemployment moving towards the 6% mark, there is an increasing reliance on temporary employees to meet production and service needs.
A well-planned incentive compensation program contributes to organizational competitiveness by encouraging superior performance and, ultimately, improving organizational earnings and cash flow.