Job Descriptions

Accurate job descriptions provide a basis for job evaluation, wage and salary comparisons, and an equitable wage and salary structure. Download Your Free Report on Compensation
Download Now

Why It Pays to Keep Your Job Descriptions Current

Yesterday, we looked at telecommuting—aka “the benefit that keeps on giving” to both employees and employers. Today, our take on another low-cost yet highly beneficial activity you’re probably not spending enough time on: updating your job descriptions.

SHARE THIS ARTICLE

Additional Considerations as You Plan Your Salary Strategy: Job Descriptions, Salary Compressions, and More

Yesterday, Amy Letke, SPHR, GPHR of Integrity HR, Inc., took us through the ins and outs of aging factors: Lead, lag, or lead/lag—which is best for your organization? Today, she looks at additional considerations as you set out your compensation philosophy and strategy.

SHARE THIS ARTICLE

Outlook Sunny for Teens’ Summer Job Prospects

Yesterday, we talked about job prospects for the most recent crop of college grads, and things are looking good in terms of both starting salaries and number of jobs available. But what about the outlook for their younger brothers and sisters looking to earn some money at summer jobs?

SHARE THIS ARTICLE

For Newly Minted College Grads, Things (i.e., Salaries) Are Looking Up

We’re now well into the swing of college graduation season, and the newest crop of alums has even more to celebrate than many of their predecessors—including ample job prospects and higher-than-usual starting salaries.

SHARE THIS ARTICLE

The Key Role of Job Descriptions in Pay Programs

It’s easy to think of job descriptions as an HR compliance tool—which they are. But it’s also important to remember that they play an important role in your compensation planning as well.

SHARE THIS ARTICLE

Enron’s EVP Was Great … Except for One Thing

Many EVPs (Employee Value Propositions) consist of nice-sounding platitudes that are a litany of things that don’t reflect reality, says consultant Stephanie Tarant, PhD. Take Enron, for example.

SHARE THIS ARTICLE

Finances and Funding—Fit Yourself into the Picture

In yesterday’s Advisor, Clare Novak gave tips on understanding the basics of finance; today, how HR relates to this side of your business and some advice on how to turn financial know-how into funding for your comp plan.

SHARE THIS ARTICLE

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.

SHARE THIS ARTICLE

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.

SHARE THIS ARTICLE

Matching Your Total Rewards to Your Talent


"In yesterday’s Advisor, we covered Consultant Jennifer Barton, SPHR’s tips for maximizing your total rewards program. Today, we discuss what you can do to make it more effective."

Start by taking a talent inventory, says Barton, who is chief operating officer of Willis North America Human Capital Practice. She made her suggestions at the recent SHRM Annual Conference and Exposition in Orlando. You might start by populating a chart such as this, she says:

SHARE THIS ARTICLE

← Older posts