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.

Examples of Human Capital Reporting

"Yesterday’s Advisor featured Consultant David Creelman’s advice on how to report on human capital; today, more of his advice, plus some sample reports."


Creelman, CEO of Creelman Research, offered his tips at a recent BLR® webinar sponsored by Halogen Software. He was joined by Halogen’s Director of Marketing Communications Connie Costigan.

The Best Way to Start

For those new to human capital reporting, Creelman recommends the following:


Talent Metrics for the Board and Investors

"Balanced Scorecards took reporting beyond finances; now boards and investors increasingly demand human capital metrics in the reports they receive. Consultant David Creelman discusses the four new standards and offers examples of human capital reporting."


Creelman, CEO of Creelman Research, offered his tips at a recent BLR® webinar sponsored by Halogen Software.He was joined by Halogen’s Director of Marketing Communications Connie Costigan.

What’s the Goal of the New Reporting?

Creelman posits four characteristics to strive for in reporting:


Key Considerations for World-Class HR Metrics

"In yesterday’s Advisor, consultant Rick Buchman showed how to connect HR metrics to meaningful company goals; today, key considerations for world-class metrics."


Key Considerations for World-Class HR Metrics

Does the metric align with company performance?

Many HR metrics are process and performance measures (e.g., training hours on specific subjects, attendance, performance appraisals, recruiting cycle time, grievances, turnover). Those are reactive metrics, says Buchman who is President and CEO of Hayward Enterprises Inc. and co-author of the Balanced Scorecard Strategy for Dummies.


HR Metrics: Forward-Looking Measures to Focus on Now and in the Future

"HR activities, such as training, staffing, orientation, discipline, and benefits, are difficult to directly connect to operational performance metrics such as sales, profitability, costs, delivery, quality, and service. Consultant Rick Buchman shows you how to connect the dots."


So they had 4 hours of training; does that mean that profitability is up? asks Buchman, who is president and CEO of Hayward Enterprises, Inc. Buchman co-authored the Balanced Scorecard Strategy for Dummies. He offered his metrics tips at a recent BLR®-sponsored webinar.

Start improving your metrics by answering these questions, says Buchman:


Workers Put All Their Eggs in CEO’s (Market) Basket

"The movie practically writes itself: The bitter family feud. The plucky underdogs. A community pulling together as one to triumph in the name of justice. Hollywood-ready, to be sure—but the unlikely hero in this tale happens not to be a matinee idol but the CEO of a regional chain of grocery stores."

By Jennifer Carsen, JD
Writer, HR Daily Advisor

If you haven’t been following the saga of Tewksbury, MA-based Market Basket over the past few months, here’s a recap:

The Grocery Wars: A Summer of Upheaval

  • In June, Arthur S. Demoulas led a majority group of board members of the family-owned business to oust the company CEO, Arthur T. Demoulas. The men are cousins and are hereinafter referred to as “Artie S.” and “Artie T.”
  • Artie T. was replaced by a geographically distant pair of CEOs.
  • Following the ouster of Artie T., Market Basket workers—none of whom are unionized—walked off the job in droves. In a prepared statement, they demanded Artie T. back “with full authority, non-negotiable … We will not work for anyone but ATD.”
  • Rallies attended by thousands of workers and customers sprang up around the area.
  • Business at the normally booming Market Basket stores dropped off as much as 95 percent due to the lack of fresh groceries being delivered to the stores as a result of the walkouts, as well as voluntary customer boycotts.
  • The new co-CEOs urged the striking workers to return and fired several senior managers. The workers reiterated their demands that Artie T. be reinstated.
  • Impassioned Market Basket protest songs were written and posted to YouTube. A cartoon giraffe, sticking his neck out for his boss, became the visual symbol of the protestors.
  • In late August, Artie T.’s group bought out the 50.5 percent of the company held by Artie S. and his supporters. Artie T. returned as Market Basket CEO. 
  • There was much rejoicing.


Policy Survey Results … Who Has Policies on What?

"What’s your policy on social media background checks? How are policies being distributed today? Want to know what your competitors are up to? Here are the results of our 2014 Policies Survey."

The results of BLR’s 2014 Policy Practices Survey are in; here are some highlights:

  • 89.8% of participants have formalized policies.
  • 77.5% have an at-will employment statement.
  • Employee handbooks are the preferred method of distributing policies to employees for 49.9%. An internal website (intranet) is utilized by 29.3%.
  • Social media background checks are conducted by only 14.7% of respondents; top sites are LinkedIn (67%), Facebook (60.8%), and Google (34.5%).


Still Babysitting? Go PTO and Get Out of the Babysitting Business

"Spending too much time babysitting? If you are trying to police a rule like “Do not abuse sick leave,” you probably are, says consultant Hunter Lott of “Please Sue Me” fame. How are you going to enforce a rule like that? Babysit your employees? Follow them? Stop! Get out of the babysitting business and go PTO."

Yesterday’s Advisor featured Lott’s “Please Sue Me” presentation. Today, more of Lott’s tips as delivered at the SHRM Conference and Exposition held recently in Orlando.


Please Sue Me—2014 edition

"As usual, consultant Hunter Lott ( drew a large crowd to his SHRM Conference and Exposition presentation, “Please Sue Me 2014.” He opened the presentation with the usual list of “Please Sue Me’s.”"

Lott showcases several “Please Sue Me” actions, and then talks about how to avoid these expensive situations.

‘Distressed Babies’ Comment Draws Apology from AOL Chief

AOL’s CEO defended a policy change (awarding 401(k) matches annually instead of monthly) that he said was needed to counterbalance healthcare expenses such as those caused by two pregnancies where “distressed” babies incurred more than $1 million each in medical expenses. An employee uproar caused him to reverse the policy.
Please sue me, says Lott.


Soft Stuff (Like Rubber Chickens) Gets Results

"Speaking about his unique recognition programs, Yum! Brands Chairman and CEO David Novak says, “Soft stuff gets hard results.” He ought to know, as he’s in charge of recognizing 1.4 million associates in over 40,000 KFC, Pizza Hut, and Taco Bell restaurants in 125 countries."

Novak is the author of New York Times and Wall Street Journal best-selling book, TAKING PEOPLE WITH YOU: the Only Way to Make BIG Things Happen. He offered his thoughts on leadership at the SHRM Annual Conference and Exposition, held recently in Orlando.

No Recognition for 47 Years


Failure to Pay Correctly—#6 on the List of Lawsuit Magnets

"In yesterday’s Advisor, we presented the first five of Attorney Aaron Zandy’s 10 lawsuit magnets—the most costly management mistakes. Today, the rest of the 10, including failure to pay correctly."

[Go here for failures 1 to 5.]

6. Failure to Pay Correctly

Yes, it’s the pay thing. Zandy’s danger zones are:


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