What elements do employers need to consider when creating incentive pay plans? Our partners at Terkel asked HR/recruiting professionals and business leaders their insights on developing incentive pay plans.
As with our review of 2022 compensation budgeting in the last Astronology®, predictions on how variable compensation will unfold are challenging.
Diversity, Equality, and Inclusion (DE&I) initiatives are not entirely new. The recent demand for social justice resulted in DE&I becoming hyper-focused.
By the end of March 2020, businesses around the globe had to make a quick shift to remote work due to the COVID-19 pandemic.
Around the middle of the calendar year, we here at Astronology® like to reflect on the current and soon to be implemented changes from federal and state governments that impact Human Resources.
If you’re a small business leader, you’ve likely started investing in management tools and other solutions to help aid your growing team.
One of the best indicators of success is the growth of your organization. Growth not only in terms of revenue or the amount of clients you have, but also in the number of employees on staff.
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.
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.