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Top 5 Comp Lessons from 2013


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2013 was a year of ups, downs, and shutdowns. The impact of the Affordable Care Act on HR is still unclear. Some companies are pulling free of the recession and employees have started moving around more than in the past couple of years.

Even with all the uncertainty there are some key lessons we can learn. In an uncertain time compensation plans and strategies need to be flexible.

IMykkah Herner, Manager of Professional Services at Payscale, reviews the top 5 ways you can add flexibility into your programs.

Published in: Technology, Business
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Top 5 Comp Lessons from 2013

  1. 1. 14,000 Positions 3000 Customers 11 Countries 40 Million Salary Profiles 250 Compensable Factors
  2. 2. Agenda Context of 2013 Top 5 Lessons (in flexibility) 1. Know how you’re doing relative to the market at all times 2. Be creative with how you slice your compensation cake 3. Get wise about pay for your hot jobs 4. Train for success 5. React to market changes with multiple strategies Immediate Action(s)
  3. 3. Context of 2013
  4. 4. Some key events in 2013
  5. 5.
  6. 6. Know how you’re doing relative to the market at all times
  7. 7. Knowledge is Power Know your position relative to the market o You may already be paying fairly o You’ll want to know how to spend your budget, when available o It’s about the messaging of it and the sense of “fairness” o Any ability to use non-monetary rewards in lieu of monetary rewards?
  8. 8. Be creative with how you slice your comp cake.
  9. 9. The Compensation Mix
  10. 10. Get wise about pay for your hot jobs.
  11. 11. Compensating Hot Jobs Flexible Options o Move a grade o Offer a “market premium” temporarily o Keep on a separate (more flexible) schedule o Consider alternate flexibilities (ability to earn extra PTO, etc)
  12. 12. Train for Success
  13. 13. Manager Training Your managers have the best knowledge of: o What motivates their employees o How their employees are performing in their roles o Any dissatisfaction around compensation that will ripple into larger issues Train your managers: o To communicate well and often o About performance management, including tools and training o How to listen to their employees
  14. 14. Have multiple strategies for reacting to market changes
  15. 15. Identify Multiple Strategies Have multiple roll-out plans at your disposal to answer: o o o o o How will we be reactive to healthcare reform? How will we be responsive to hot jobs? How will we handle salary increases? When will we decide which strategies to pursue? Do we have room to accommodate variable pay? What, how, who is eligible? o What kinds of non-monetary rewards should we explore?
  16. 16. Immediate Action(s) 1. Review your comp plan and policies to see how you’re compensating people now – know what’s in the mix 2. Talk with your executives about the importance of flexibility 3. Determine thresholds for flexible options for your budget 4. Explore options around what will motivate your staff
  17. 17. PayScale Delivers Where Other Compensation Providers Fall Short PayScale leads the world in compensation knowledge with the freshest and most detailed data from over 40 million salary profiles. More than 3000 organizations use PayScale’s software and intelligence to get the greatest return on their talent. Smart businesses use PayScale Insight to recruit, retain and motivate their people. Visit our blog: Join our Group on LinkedIn: Compensation Today: HR Best Practices Mykkah Herner, MA, CCP Manager of Professional Services, PayScale, Inc.