Category Archives: Compensation Administration
Establishing an effective compensation administration program requires job analysis, job evaluation, and job pricing. A successful program will help attract top talent, retain core employees, and encourage longevity while efficiently using financial resources. Our articles and tips on Compensation Administration will provide you with How to information on compensation challenges including software, payroll, tax, and communication.
"The cover article in the June issue of Harvard Business Review is titled “The Big Idea: 21st-Century Talent Spotting.” Since all of us as managers are constantly on the lookout for talent, the title, of course, grabbed my attention. The author, Claudio Fernández-Aráoz, a senior adviser at a global executive firm, boldly claims that potential is “the most important predictor of success at all levels.”"
"In yesterday’s Advisor, we featured consultant Tim Sackett’s What the CEO Wishes HR Would Do. Today, HR terrorism and Sackett’s 6-step program for HR managers."
How is HR a terrorist? HR tends to use the law as a hammer, Sackett says. “No, you can’t do it; it’s against the law.” A better approach is, “Yes, you can do it, but we put ourselves at risk for an expensive and prolonged lawsuit.” You be the CEO’s risk advisor; he or she can decide whether to accept the risk.
"In yesterday’s Advisor, we presented termination sins 1 to 6; today, we have sins 7 to 10, including the old favorite, documentation, documentation, documentation.)"
Boss: Documentation, schmockumentation; this guy’s a poor performer and I want him gone today.
The trouble with this scenario—terminating with no backup evidence of poor performance—is that there is usually documentation that shows good performance. Typically, since the person hasn’t been terminated before, his or her performance reviews read “good” or “satisfactory.”
"We got a large number of comments responding to last week’s epinion concerning the brouhaha brewing over SHRM’s decision to start offering its own certifications, in competition with HRCI. [See the original post here.] None of the comments is positive and most of the negativity is directed toward SHRM."
Two readers cleverly turned the sample question against SHRM. (See “Back at You” below.) Here are the responses:
I am appalled at these two are having such a dispute. They should find common ground for the benefit of Advancing the Profession. Grow Up!
"Yesterday’s Advisor featured BLR legal editor Jasmin Rojas’ take on Zappos’ new approach to recruiting—all on social media, no postings. In this issue, more of her thoughts about how you may learn from their initiative."
In the past year, Zappos received about 31,000 applications, and only hired about 1.5% of the applicants. This prevented the company’s small recruiting team from “working in a purposeful way,” according to Mike Bailen, senior HR manager. Thus, the onus here will really be on the candidate to make him or herself stand out from the crowd in a much less impersonal setting.
"You’re just getting used to posting jobs online, here comes pacesetting Zappos with a whole nother approach—do away with your job postings and rely on social media! Wait. … What?"
"Policies, backbone of HR management, a world that’s constantly changing. What policy changes are going on out there? What are your competitors up to? Help us find out!"
Please participate in our brief survey, and see how what you are doing stacks up against what other successful companies are doing.
We’ll get answers to these questions and more:
- Who develops policies? Who has final approval of policies?
- How often are policies updated?
- Do you have a policy on social media background checks?
- What outside vendors do you use for background checks?
"The big buzz at the SHRM Annual Conference and Exposition revolved around SHRM’s announcement that it will start offering its own professional certifications. Why is it happening and what does it mean for HR pros?"
Speaking about the other entity, SHRM and HRCI both said to HRDA, “Their interpretation of ‘partnership’ Is not the same as ours.”
SHRM found HRCI intransigent on the issue of adding competencies to the certification process. HRCI says that SHRM defines “partnership” as controlling and their position threatened HRCI’s independence, which they believe is necessary to maintain the integrity of the certification process.
"Last night, my wife encouraged me to watch the movie Saving Mr. Banks, and I’m glad she did. The movie, which stars Emma Thompson and Tom Hanks, tells the story of Walt Disney’s dogged quest to obtain the rights to make a movie based on P.L. Travers’ Mary Poppins."
Spoiler alert: If you haven’t seen the movie and would like to, you might want to stop reading because I’m about to reveal the entire plot.
According to the movie, Disney spent more than 20 years pursuing Travers (whose real name was Helen Goff) to obtain the rights to make a film based on her Mary Poppins novel. It seems Disney had walked into his daughters’ room one night and heard them giggling. When he asked what they were laughing about, they showed him the Mary Poppins book they were reading. Seeing how much his daughters enjoyed the novel, Disney promised to make a movie based on it.