Category Archives: Compensation Planning

Employers have myriad options when it comes to designing a compensation plan, and they must consider and how it will fit into their overall strategy for recruiting and retaining employees. This group of Compensation Daily Advisor articles will provide you with how to information on managing job evaluation, interpretation of survey data, setting of rate ranges, determining individual pay rates, and much more.

How Do You Onboard and Retain? Further Results of Our 2014 Recruiting and Retention Survey

In yesterday’s Advisor, we shared some of the findings from the 2014 Recruiting and Retention Survey. Today, we have further results from our timely study, including best practices in retention and onboarding new hires.

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2015 Compensation Budgets—Are You Prepared?

2015 is nearly upon us, and for most companies that means reviewing their compensation budgets. Where to start? At the very beginning, says consultant J. Timothy O’Rourke. Understand the organization’s strategic needs, and know your market’s benchmarks.

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Sorry, No Raise in 2015 (How to Deliver the Bad News)

In yesterday’s Advisor, advice on planning your 2015 compensation budget from consultant J. Timothy O’Rourke; today, O’Rourke presents a strategy for when money is tight, and what to do if your company can’t afford increases at all this year.

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Be a ‘Soul’-ful Company

In yesterday’s Advisor, the latest in research along with tips on talent acquisition from consultant Josh Bersin; today, Bersin’s thoughts on engagement, the benefits of corporate “soul,” and The Simply Irresistible Organization®.

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Talent Management—Not Just for Hollywood Anymore

Among the speakers at the HR Tech conference held recently in Las Vegas was Josh Bersin, a highly respected consultant and principal and founder of Bersin by Deloitte, Deloitte Consulting. “Talent Management? Isn’t that for Hollywood?” he asked. Here is some of Bersin’s research along with tips for succeeding with a talent agenda for the new year.

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Important Positions Going Unfilled? Is It Comp’s Fault?

Today, even as the economy improves and unemployment decreases, companies find themselves in the perplexing and frustrating position of being unable to fill roles with qualified individuals, despite large numbers of available applicants. Is it a simple compensation problem?

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Aging Market Data and Determining Market Consensus

Yesterday’s Advisor featured consultant Diana Neelman’s five approaches to job evaluation. Today, her colleague, Sarah Schmidt, on data aging and market consensus.

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The 5 Job Evaluation Methods: Analyzing to Price Competitively

Job evaluation is a systematic method of determining a job’s relative worth within an organization. There are five commonly used approaches, says consultant Diana Neelman. Which is best for you?

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Setting a Performance Matrix with Maximum Penetration Targets

Yesterday’s Advisor featured the first 5 of Consultant Whitney Herrington’s 7 alternatives for deciding on merit pay. Today, alternatives #6 and #7.

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The Seven Merit Allocation Strategies—Strengths and Weaknesses

There are seven basic merit allocation strategies, says Consultant Whitney Herrington. Compensation managers should be familiar with them all, including when they are appropriate (and when they are not).

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