Category Archives: Compensation

Success with Pay for Performance

As discussed in the last post, perceptions regarding pay for performance may vary by level in an organization. Although most would agree that no one believes their system is perfect, perceptions on how well this compensation strategy accomplishes it stated … Continue reading

Posted in Compensation, Organizations, Performance | Tagged , , , , , | Leave a comment

Differences in Performance Perceptions

As the recession pushed organizations to practice care in spending while attempting to hang on to their highest value talent, pay for performance experienced a renewal. Faced with limited resources and increased demand for efficiency, leaders appealed to their higher … Continue reading

Posted in Compensation, Organizations, Performance | Tagged , , , , , , , , | Leave a comment

New Pay Plan Placement: The Public Experience

Most public, pay plans seek to maximize simplicity and equality by utilizing discrete categories or levels and regular movement based on predetermined increments. On the rare occasion that plans change, experience demonstrates that most operate under the same parameters as … Continue reading

Posted in Compensation | Tagged , , | Leave a comment

Defining Value

Most of us have dealt with the compensation and classification system in our organization in one capacity or another.  As managers, we use the system when we hire, promote, and evaluate while as human resource professionals the system provides the … Continue reading

Posted in Compensation, HR Operations, Workforce | Tagged , , , | 2 Comments

Importance of Job Worth

Most of us equate at least a portion of our personal value or identify to our job.  Two of the main reasons for the lack of autonomy between the spheres relates to the percentage of our lives we spending working … Continue reading

Posted in Compensation, HR Operations, Organizations, Workforce | Tagged , , | Leave a comment

Public vs Private Sector Pay: Comparisons and Differences

The raging debate over if the public is paid more than the private sector has heated up since the beginning of the recession.  Although think tanks, compensation professionals, and other leaders in both sectors have been discussing the evidence for … Continue reading

Posted in Compensation, HR Operations, Organizations | Tagged | 99 Comments

Labor Market: Challenges and Complaints

Up to this point we have looked at how to make the labor market survey process successful.  We have discussed the questions to ask, how to structure the survey based on the information desired, and how to ensure the analysis … Continue reading

Posted in Compensation, HR Operations, Organizations | Tagged | 28 Comments

Labor Market: Real Analysis of Survey Data

We live in an era when data is king.  Now more than ever, everything is counted, analyzed, and reviewed in almost every facet of our lives.  Over the last several decades, most organizations have significantly increased the amount data available, … Continue reading

Posted in Compensation, HR Operations, Organizations | Tagged | 18 Comments

Labor Market: Getting It Right

Matching or determining what goes together is a basic human cognitive ability. If you have children, you probably witnessed the surprising desire and ability of very young children to put similar things together.  More than once, I wandered through the … Continue reading

Posted in Compensation, HR Operations, Organizations | Tagged | 93 Comments

Labor Market: What is the Relevant Labor Market?

We have discussed the differences, layers, and sub-sections of the labor market in the last few posts. Given these market elements, what is the best way to measure our labor market?  More than likely, the market that you will be … Continue reading

Posted in Compensation, HR Operations, Organizations | Tagged | 73 Comments