By Tim Low, PayScale.com
You probably just know us from the Web, but there are, in fact, real live humans here at PayScale, and we're coming to a town near you.
Continue reading "PayScale and Cornerstone on Demand Reveal Talent War Secrets in Four Cities " »
At the SHRM 2011 national conference in Las Vegas, two speakers, Arianna Huffington and Sir Richard Branson, approached the issue of company culture from two different angles. Both of which ask employers to raise their games.
How do you approach the culture at your company? If you haven’t thought about that question recently, it likely needs attention. A well-defined culture can bring you great business results. Just ask Zappos’ CEO Tony Hsieh, author of “Delivering Happiness.” He spoke at the SHRM national conference in Las Vegas this year about the importance of company culture in bringing success to a company.
As many of you are well aware, your top performers can be the difference between a company that is successful and a company that is not. But, you may not be able to convince your leadership that you need compensation policies that account for this fact. Hopefully, the following information will help.
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How do you know if an employee isn’t reaching their goals, pulling their weight or just plain getting the job done? Identifying low performance can be tricky. And, training managers to do it is often challenging since every manager has their own personality and way of relating to their team. How can you simplify the task of identifying low performance and training others to do it well?
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How easy is it, for each job position at your company, to articulate what is high or low performance? Making this process easy has a big impact on how well your managers evaluate employees and how fair and effective those evaluations are.
Talent management is crucial for business success. You want to incent your top performers and support, or possibly let go of, low performers. But, first you have to know which is which, and certain talent management challenges can get in the way of doing so.
There are many techniques and tips myself and others can pass along to help you develop and enhance your workforce’s effectiveness in accomplishing your organization’s mission. In fact, you may read many blogs and articles on this huge topic and never read the same idea twice. Let’s start with what I consider the “Basic Tools.”
Continue reading "Performance Management Tools to Motivate Employees" »
How are you managing the health care costs at your company? If they seem overwhelming to you these days, you’re not alone. In the past ten years employer health coverage premiums increased by 119 percent, according to the Kaiser Family Foundation, and other studies show that health care costs now absorb, on average, 50 percent of profits compared to 7 percent in 1980. Productivity losses related to personal and family health problems equal $1,685 per employee per year. What can you do to minimize health care expenses?
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When people think of conducting on-the-job training, they tend to think of new employees who have entered a job, have been shown a desk (or other work environment), and will be learning via “trial by fire.” Although this method is sometimes effective, the benefits of on-the-job-training can be amplified with a little more preparation and coaching.
Compensation based on pay for performance models is not new to corporate America, but it is practically unheard of in the law profession, until recently. Law firms are now seriously considering abandoning the traditional and long-established lock-step compensation system for a more rigorous pay-for-performance system. What could have prompted such a radical move given the legal profession’s wide reputation for being adverse to change?
When Less Must Become More: The Case for a Talent and Leadership Development Model NowToday’s slimmed down workforce has been placed very clearly in the position of working to accomplish more with far fewer resources than before. This contradictory challenge seemed to be destined to fail from the start and it may well be, inadvertently, designed to fail for many organizations. Companies all across the United States have reduced their workforces to what has been termed “essential levels” and have cut costs to what is believed to be “essential expenditures.”
Continue reading "The Necessity of a Leadership Development Model" »
Have you ever wondered why people working at the same organization sometimes seem to be working against each other? For instance, the C-suite does not know the issues confronting line workers, marketing is in a different world than sales, and no one talks to the technicians. In fact, this seems to be the norm more often than not.
The process of getting everyone in communication and doing their different jobs for the good of the whole is called workforce alignment.
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By Staff Writer
During these unstable economic times, many companies are making tough decisions about their workforce size and structure. If you are an HR professional in the middle of these changes, you will be asked to take a leadership role and keep staffing moves efficient and organized. How can you do so?
In this post you’ll get in depth advice on moving through the three phases in any changes in your workforce: analysis, decision-making, and communication. Working through these phases is similar to developing a new project; a project that requires assigned owners, clear goals, and implementation milestones along the way.
Effective hiring goes by a fancier name: behavioral consistency. Behavioral consistency simply means that whatever a person did in the past is likely what they will do in the future in the same or a similar situation. And, if you’re not already, now is a crucial time to include it in your employee hiring practice.
By Staff Writer
Surviving economic downturns requires resourcefulness, especially when it comes to keeping employees happy at work. When budgets are tight, your organization’s stress level can jump up. Deadlines shorten, staffs shrink and everyone is doing more with less. Plus, you don’t have as many staff parties, free snacks and outings to look forward to.
Continue reading "Cost-Effective Employee Training Methods" »
In The Great Jackass Fallacy, Harry Levinson, Harvard psychologist who often taught seminars on management to business executives, made a fundamental bedrock – and now seemingly lost – point about employee motivation types and motivation in the workplace.
Continue reading "Motivation in the Workplace: Why It’s Not All About Money" »
No employee stays around forever. Whether they change career paths, move, get sick or retire, there will come a day when you will need to replace them. And, if they are highly specialized within your organization, it may be nearly impossible to find their replacement without some preparation.
Continue reading "Successful Business Succession Planning" »
By Barry MacLean
Organizations have integrated most of the key human capital functions - like recruiting, employee development and succession planning – into their talent management strategy. Yet, most are missing one other function: compensation. I believe that the most common disadvantage of talent management programs is that they exclude compensation as a prominent factor in employee development and retention.
Is there something fundamentally different about compensation that sets it apart from other strategic HR areas?
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