As an HR leader for your organization, you know that employee compensation is not just something you determine when you hire a new team member and then forget about.
As we plan for 2021, we need to consider COVID-19’s impact on 2020 compensation decisions for nonprofit executives. For the most part, nonprofit executive compensation came to a halt.
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.
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.
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.
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.
The “Gig Economy,” or freelance work, has grown tremendously in the last four years. The gig economy is often, but not always, based in technology.
Near the end of quarter 1 of 2020, many cities and states began “shelter in place” protocols due to the growing spread of COVID-19.
Many employees have spent close to two months (to date) staying at home in order to “flatten the curve” of COVID-19.