Practical HR Tips, News & Advice. Updated Daily.
Is your company bringing a new executive on board sometime soon? How do you decide the appropriate level of compensation? How do you align executive compensation goals with the overall company compensation philosophy?
In yesterday’s Advisor, CareerBuilder’s annual job forecast survey predicted a sunny 2015 for jobseekers; today, the survey’s results reveal five up-and-coming trends in the comp and recruiting arenas.
According to CareerBuilder’s annual job forecast, more job openings are on the way in 2015. Over one third of employers polled are planning to hire full-time, permanent employees in the coming year—the most favorable outlook from the survey since 2006. Also on the agenda? Salary increases, including raises for minimum wage employees.
In 2015, you need to be sure that you’re paying your high performers the right way. Good comp plans are the key to attracting and retaining talent, but which options might work for you? Experts Cassandra Faurote and Karl Ahlrichs, SPHR, are here to help with some ideas.
In yesterday’s Advisor, experts Cassandra Faurote and Karl Ahlrichs presented some popular base pay options and how they work; today, they share the top 10 mistakes employers are making when it comes to compensation.
Pay is going to be a huge factor in attracting (and retaining) high performers in 2015. What are some of the options out there that work? Here are some ideas for revamping your comp plans from Cassandra Faurote and Karl Ahlrichs, SPHR.
The 2007 book Lone Survivor tells the true story of a failed Navy SEAL mission in Afghanistan from the viewpoint of the only person who survived, Marcus Luttrell. The book—and later a film of the same title—recounts the details of a mission gone wrong and the battle for survival.
Yesterday’s Advisor showed how to make appraisals work for you (and not your employee’s attorney). Today, Attorney Susan G. Fentin’s Top 10 mistakes in documenting employee performance.
Your performance appraisals can either hurt or help, says Attorney Susan G. Fentin. If the appraisal was good, but the employee was terminated for poor performance, the appraisal can show pretext; if appraisal was poor, and employee did not improve, the appraisal can show a legitimate, non-discriminatory reason for termination.
In yesterday’s Advisor, new recordkeeping laws for 2015 were presented by Attorney Usama Kahf; today, he shares more requirements to be on the lookout for.