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.
| Wednesday, May 22nd, 2013
"Yesterday’s Advisor clarified the role of essential functions. Today’s issue will help you understand how to define and use them, plus some good news—your job descriptions are updated and ready to go with BLR’s SmartJobs program."
In fact, we turned to SmartJobs for the five questions that can help you decide whether a function is an essential function:
1. Does the position exist specifically to perform this function? For example, when a person is hired to proofread legal documents, the ability to proofread is an essential function. Or, for example, a manufacturing company advertises for a “floating” supervisor to substitute when regular supervisors on all three shifts are absent. The only reason this position exists is to have someone who can work on any of the three shifts. Therefore, the ability to work at any time of the day is an essential function.
| Wednesday, May 22nd, 2013
"No, the Americans with Disabilities Act (ADA) does not require employers to prepare or maintain job descriptions. However, without them, it’s going to be very difficult to differentiate essential functions when you face discrimination charges from an applicant with a disability."
If you do have job descriptions, the Equal Employment Opportunity Commission (EEOC) has said that it will review or consider them, as well as other relevant information, when determining essential functions. Therefore, it is important to keep job descriptions current. Claiming later that some function not listed on the description is a task essential to the job is more difficult to prove than if the task is already listed on the description.
"The football 49ers recently made a long-term investment in character, leaving on the table a substantial short-term gain, says business and leadership blogger Dan Oswald. Is that a sound business strategy for you?"
Oswald, CEO of BLR®, offered these thoughts on character (and a recent 49er’s draft decision) in a recent edition of The Oswald Letter:
A few weeks ago, the San Francisco 49ers, with the 131st pick in the NFL draft, chose Marcus Lattimore, a running back out of the University of South Carolina. Considered by many to be the most talented running back in the 2013 draft, Lattimore wasn’t chosen until the fourth round because he had suffered not one but two knee injuries while in college. So while he possessed the talent, there was some question about whether he would ever be able to demonstrate it on Sunday afternoons in the NFL.
"Non-cash rewards are a terrific way to control costs while still meaningfully rewarding employees, but not every employee is attracted by the same non-cash reward, says consultant Jennifer Daniels."
Pros of Non-Cash Rewards
Daniels, who is senior consultant at Keating Advisors, LLC, offers the following advantages of non-cash rewards:
- They are more memorable than cash rewards.
- Non-cash rewards cost less.
- Cash rewards can quickly become expected.
- Non-cash rewards programs can be constantly reinvented.
"If you are not careful, your social media sourcing efforts can come off as something like stalking, says Staffing Advisors Recruiter Kelly Dingee. Rule number one, don’t let candidates think you’re creepy."
People you contact are going to want to know:
- How did you find me?
- How did you know that I can …?
Maintain transparency, says Dingee. Explain how you found them. You’re not hacking, you’re searching the Internet for publicly available information.
| Tuesday, April 30th, 2013
"HR Daily Advisor Editor Stephen D. Bruce recently conducted a wide-ranging interview with Linda Anguish, director, Credentialing Products & Services, at HR Certification Institute. Topics covered included exam construction, recertification problems, and the GPHR (Global Professional HR) designation."
| Thursday, April 25th, 2013
"Finding the perfect HRIS can be daunting, says consultant Amy Letke, SPHR, GPHR, but you can make it go relatively smoothly if you develop a clear picture of your needs."
Letke, who is the founder and CEO of the HR consulting and HR outsourcing company HR Integrity, Inc., offered her tips at a recent webinar sponsored by BLR® and HRHero®.
What is an HRIS?
A human resource information system (HRIS) is an integrated system for providing information used by HR management in decision making. It tracks information about all of an organization’s employees, usually in a database or a series of interrelated databases.
| Wednesday, April 24th, 2013
Letke, who is the founder and CEO of the HR consulting and outsourcing company HR Integrity, Inc., offered her tips at a recent webinar sponsored by BLR® and HRHero®.
Deciding What’s Appropriate for Your HRIS
Here are some questions Letke uses to help employers define their HRIS needs:
| Thursday, April 18th, 2013
"I’ve been reading Tell My Sons … by Lieutenant Colonel Mark Weber, says business and leadership blogger Dan Oswald. After a routine Army physical revealed Weber had stage IV intestinal cancer, he began a battle for his life that he ultimately will lose."