Compensation Management, Compensation Resources

Compensation Administration

A Common Compensation Trap: Poor Data Sources
Authored By: HR Performance on 1/4/2019

While most CCPs recommend that you avoid self-reported data, there isn’t a practical way to keep your employees from looking at, and approaching you with, self-reported data. When an employee comes to you to discuss the “comparable pay that they found online,” be prepared to help them understand where that data comes from and why it is skewed. 

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2019 Salary Budget Automation - How to Get Started.
Authored By: HR Performance on 9/7/2018

Automation is changing the landscape of HR. Where we once relied solely on spreadsheets and completing tedious tasks, we now have access to tools that capture and use data seamlessly. Because of recent improvements in integration techniques, data from one application can be shared with another, allowing HR to increase efficiencies.

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Another Win for HR: Automate the Company Bonus Pay Process
Authored By: HR Performance on 6/1/2018

Bonus pay! What excites employees more? But, is HR equally as excited to manage the process? How does your organization arrive at appropriate bonus amounts, how are final bonuses calculated and communicated, and how messy is this process for HR, management, and employees?

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The Move Toward Automated Compensation Applications
Authored By: HR Performance on 3/2/2018

Top performing employees cite competitive pay as one of their priorities when selecting a place to work. How do leading-edge organizations reliably determine salary ranges and then keep them updated throughout the years so that they can attract and retain top performing employees?

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Optional Pay Increases Based on a Supervisor's Discretion: Should HR and the CEO Endorse It?
Authored By: HR Performance on 2/6/2018

Many organizations have compensation practices that don’t offer managers much autonomy, and managers want to be more involved. They know things about their team that can’t be quantified even in the best performance review. How can HR empower managers by giving them more flexibility around how they compensate their employees?

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