CompTool的动态

Upcoming Payscale Webinars! ?? There is still time to join us today! ??? June 13th - How to Craft a Winning Compensation Strategy ??? June 20th - What’s Next for Annual Reviews? ??? June 25th - Compensation Data Demystified: Unveiling Expert Insights Secure your spot by registering here: #humanresources #compensation #totalrewards

Hear from John Andrews, EVP of Executive Compensation, as he discusses the correlation between executive pay and asset size. Watch the complete Master Class 2: The Myths that Influence Executive Pay Decisions webinar at www.dhilton.com/webinars.

Big paychecks, big results? Uncover the truth about executive compensation and its impact on company performance. Explore pros, cons, and strategies for fair pay that benefits both businesses and employees. https://lnkd.in/eSvWGZHt

For all those with a stake in partner compensation: Having observed dozens of RemCom meetings over the years, the process of deciding on partner reward is often much more difficult than it needs to be. The reasons vary, yet often this is due to - Inadequate induction and orientation for new committee members - A combination of data overload and poor quality of partner data - Underdeveloped committee processes that don't focus on decision-making efficacy To help overcome these challenges, I have recently launched our digital course on Partner Remuneration Induction. Our course - Shows how partner reward systems operate in practice - Explains partner compensation committee fundamentals - Illustrates the principles of data analysis for bias-free partner reward decisions Our step-by-step approach provides practical ways to raise decision quality while increasing efficiency – translating into less time spent in partner compensation committee meetings. Whether you’re a seasoned member of your firm's RemCom, new to partner compensation or just interested in what good RemCom practices look like, this course will benefit you. Click the link below to learn more about our Partner Remuneration Induction course. https://lnkd.in/dw2XxZui

Your staff are more than just a line item on your budget. They're your biggest asset. Treating them like the tax man, trying to pay as little as possible, leads to minimal effort in return. Instead, foster a culture where fair pay and meaningful incentives drive performance. It's not about overcompensating; it's about recognising and rewarding their hard work. Looking to transform your business's approach to staff compensation and performance? #EmployeeEngagement #FairPay #IncentiveStructures #BusinessTransformation #19eighty

Dissatisfaction grew in 2023, resulting in employees walking out the door for smaller pay raises. Do you know how your company pay compares to your marketplace? If your turnover keeps you up at night, consider engaging a Compensation Consultant to conduct a review. Contact me for a free consultation.

At #ADP #MOTM (Meeting of the Minds) in San Diego today? Stop by booth 45 if you've ever wanted to see a solution that can eliminate spreadsheets and completely automate your merit, bonus, and equity on one platform. Of course we have a seamless integration with ADP to boot!

???????????????? ???????? ???????????????????????? ???????????????????? - ???????????????? ???????????? & ???? ?????????????????????????? I remember in my earlier days how daunting it was when trying to ensure that compensation structures were fair and competitive, it always felt like it was a complex task. As business owners we may struggle to balance our budget constraints with the need to attract and retain our best & top talent. Here we can ask HR to conduct market research, analyse compensation trends, and develop pay structures that align with industry standards while being sustainable for the business. Communicating the value of fair compensation and demonstrating impact on employee satisfaction and retention is key. ???????? ?????? ?????? ?? ???????? ???????? ???? ???????? ?????? ???????????????????? ???????? ???????????????? ???????? ???????????????????????? ??????????????????? #1. Conduct Market Research: #2. Define Clear Job Descriptions and Roles. #3. Create a concreate Compensation Philosophy. #4. Ensure we offer competitive salaries (carry out research on this). #5. Make rewards personal to the individual. We should establish our compensation philosophy, which outlines the principles and values guiding your pay practices. We must take into consideration factors such as pay for performance, internal equity, market competitiveness, and the importance of employee benefits. https://bondhr.uk/ ?????????????? ????: https://buff.ly/4bAFy1p

“If the last couple of years have taught us anything, it’s that sometimes things move really fast & they don’t move in the annual survey cycle. Any type of alternate data that’s a little more real time helps with the credibility & the insights” Squirrel is giving compensation teams a more holistic view of the market. If you find that survey data is lagged for certain roles, Squirrel can help fill in those gaps by allowing you to: ??? validate if survey data is accurate ??? find salary data before it’s in surveys ??? get more specific salary data ??? get insights on local competitors hiring rates Squirrel doesn’t replace traditional salary surveys but, when used together, gives your team a more comprehensive view of the labor market. https://lnkd.in/guF64yMW

On a Scale of 1-10, how much would you say your company takes care of you? - If you asked your team this question, what would they score you? honestly At the end of every quarter, I speak with every member of the team individually, listen more than speak actually. One of the questions I asked this quarter was "if someone asked you, on a scale of 1-10, how much would you say your company 'takes care' of you". I'd say we did pretty great on average, with a couple 9's in there, which is a good distance from what it was last year We did a couple things differently last quarter, and it looks like they resonated well. One in particular was the introduction of certain allowances, I would say our attempt at COLA, one of the innovative things we've been enabled to do since we started using Salad Payroll, which has really given us the flexibility to tailor comp plans to suit our needs, and I'm not just saying that because we built it, it really makes life easier I still have a couple team members to go, but the feedback has been encouraging so far. Hyped for Q2