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 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.
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.
This guest post was written by NoviAMS, a provider of leading association management software.
Professional societies and trade associations perform an essential role in the success of businesses around the world.
By guest author: Alan Price is Peninsula’s Group Operations Director and CEO of BrightHR, the most popular HR software and support service for SMEs in the UK.
By guest author: Tara Thompson – Tara is a contributing writer for Markitors, a Digital Marketing Company. In her free time, she enjoys reading as well as crocheting.
The design and implementation of variable compensation programs continue to grow throughout 2019 and it appears that this trend will continue into 2020.