TOPIC: Compensation, Compensation Conscience, Pay for Performance
6 Steps to Take Before Creating a Pay Matrix
In today’s war for talent, an increasing number of organizations are leveraging performance-based compensation plans, like bonuses and merit increases, to reward top employees. Research …
TOPIC: Compensation, Pay for Performance
Sample Compensation Plan Administrative Guidelines
Download this Sample Compensation Plan white paper to see how the different stages of the compensation planning process come together in your comp …
TOPIC: Compensation, Consultant, Pay for Performance
77% of Organizations Offering Variable Pay Plans
In this competitive talent market, organizations with a formal pay-for-performance philosophy are more than twice as likely to have above average or excellent employee engagement, …
TOPIC: CEO/CFO, Compensation, Pay for Performance, War for Talent
An Overview of Non-Equity Based Long-Term Incentive Plans
In the war for talent, organizations are finding new ways to retain longtime employees. Short-term incentives go a long way to keep workers engaged year-to-year, …
TOPIC: CEO/CFO, Compensation, Pay for Performance
An Overview of Profit Sharing Plans for Your Organization
In addition to a competitive base salary, employees value other total compensation elements that help make an offer worthwhile. In addition to performance-based short-term incentive …
TOPIC: CEO/CFO, Compensation, Pay for Performance, War for Talent
An Overview of Stock and Stock Value Equity Plans
Equity-based stock plans align employees with shareholder interests, encouraging them to feel a sense of ownership in the organization’s success. Employees can accrue wealth over …
TOPIC: Compensation, Pay for Performance, War for Talent
How a Bonus Structure Impacts Male and Female Employees
Short-term incentives plans allow companies to reward employee based on how they advanced the goals of the organization, and what they accomplished individually over the …
TOPIC: CEO/CFO, Compensation, Pay for Performance, War for Talent
An Overview of Performance-Based Short-Term Incentive Plans
Providing monthly, quarterly, or annual short-term incentives to employees can – when administered correctly – drive engagement and retention. There are a whole range of …
TOPIC: CEO/CFO, Consultant, Pay for Performance, Trends and Best Practices
Communicating Your Pay-For-Performance Plan like a Pro
You need to be prepared to communicate to various stakeholders how your pay-for-performance policy can help them reach their goals – and ultimately gain their …
TOPIC: CEO/CFO, Pay for Performance
Make Your Pay-For-Performance Plan Work as Hard as You Do
HR professionals are embracing pay-for-performance policies, and it’s paying off in a big way. But, it’s clear some rocks are being left unturned when it …
TOPIC: Pay for Performance
“Sunday Scaries” Don’t Have to Negatively Impact Your Organization
Be proactive in the battle against the “Sunday scaries” by thinking differently about your pay-for-performance policy New research from Salary.com shows that while pay-for-performance strategies …
TOPIC: Compensation, Pay for Performance
Compensation Practices Driving Cultural Shifts in Performance Management
This new paper from George LaRocque, Principal Analyst & Founder of #HRWINS, shares how performance management is changing, and what you can do to ensure …
TOPIC: CEO/CFO, Pay for Performance
Creating an Effective Merit Plan: Optimize Your Salary Increase Budget like a Pro
Most organizations have already recognized the value in paying for performance. Research shows that having a clearly communicated pay-for-performance plan increases external competitiveness, manages employee …
TOPIC: Compensation, Pay for Performance
Pay for Performance: Driving Alignment and Merit Pay Program Success
In every organization, there are different business units with very different sets of priorities. Pay for performance affects each of these departments and their people …
TOPIC: Compensation, Pay for Performance
Performance Management – What’s Next?
There is a fundamental change driving performance management this decade. What previously was a once-a-year meeting has become an ongoing feedback loop. But supporting this …
