Accurate, relevant, and timely wage survey results help tremendously when effectively benchmarking your organization’s compensation structure. For many organizations, the task of participating in (or even sponsoring) a salary survey is tedious, and often time consuming.
Today is Astron’s 20th anniversary! We wanted to share our gratitude for all the support we’ve received from our clients and Astronology® readers over the years.
Teamwork is unavoidable. While many people enjoy the collective experience of accomplishing goals as a team, there are many who find this facet of work challenging.
At the beginning of 2018, the US Department of Labor (DOL) announced an increase in the civil penalties for certain violations of the federal Fair Labor Standards Act (FLSA).
As the dust settles surrounding last week’s midterm elections, Human Resource professionals naturally ask, “How does any of this affect HR?” In this Astronology® we discuss some changes to anticipate in the coming months.
One of Astron Solutions’ popular consulting services is administering employee surveys. As we read through the many anonymous responses, we tend to see similar answers when it comes to the question of compensation, including:
“My pay is too low,”
“I do more than others in my department but make the same salary,” and
“I could work at (insert name of rival organization here) and make more money.”
This tells us, as compensation specialists, that employees are often in the dark when it comes to why they make their specific salaries, and what the term “compensation” fully means.
An early 2018 Glassdoor survey reported that close to 35% of hiring decision makers expect more employees to quit over the span of 2018 than they did in 2017.