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.

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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Pay for 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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What About Step-Based Pay? Good in Some Situations


"In yesterday’s Advisor, consultant John Rubino discussed why merit programs don’t work. Today, his take on variable and step-based pay systems."

John A. Rubino, who is the founder and president of Rubino Consulting Services in Pound Ridge, NY, offered his tips at a recent BLR®-sponsored webinar.

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