Employees need to know that they are being compensated appropriately for their level of contribution. Messages about compensation may come from Executives, HR, or their managers directly.
Communicating Compensation to Executives and ManagersBambooHR
Being able to communicate compensation can be tricky. There are a lot of variables when presenting this to executives and managers. But it's vital you get it right so that you keep your best talent.
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Communicating Compensation to Executives and ManagersBambooHR
Being able to communicate compensation can be tricky. There are a lot of variables when presenting this to executives and managers. But it's vital you get it right so that you keep your best talent.
A recent PayScale study revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
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References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
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The best way to gain executive support for your compensation design is to develop a comp strategy that is aligned with the business goals of the organization, and then communicate that clearly with your executives.
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The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
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What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
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Best Performer PowerPoint Presentation SlidesSlideTeam
Best Performer PowerPoint Presentation Slides features a visually-rich format for the HR management to showcase their company’s staff recognition program. Using this employee motivation PPT theme you can easily explain all the fundamentals of a favorable recognition program. Our comprehensive performance recognition PowerPoint slideshow helps you to demonstrate overall employee productivity, as well as revenue per employee. Offer a glimpse of employee dissatisfaction level survey, and reasons using the reward management PPT template. The well-structured employee evaluation PowerPoint deck assists you in framing a step-by-step approach to devise a successful employee recognition program. With the help of employee performance assessment PPT slideshow, you can showcase best employee recognition ideas like luxury vacations. The employee rewards program PowerPoint theme is beneficial in elucidating factors to consider before implementing the employee recognition program. So, download the top performer PPT presentation to portray the implementation of employee recognition plan, and the employee performance measurement metrics.https://bit.ly/2H0Sa8v
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A recent study found that the profit margins of organizations that are more advanced in HR analytics (also known as people analytics) are 56 percent higher than those of less advanced organizations. With the data and analytical systems available today, HR can have a bigger positive impact on critical business issues than ever before. HR analytics can help organizations reap benefits across a number of domains, from hiring the right people to onboarding effectively to reducing attrition of high-value employees.
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In this webinar, HR experts from PayScale and BambooHR will dive into how HR leaders can become proficient in using data to drive change in every area that matters, including recruiting, talent management, productivity, and retention.
Are you constantly fighting against leadership in your organization? Too often executives resist comp planning because they see it as a set of rules intended to limit their authority to make good decisions.
Canadian Compensation Trends & Pay PracticesPayScale, Inc.
Many areas across Canada have returned to their patterns of rapid wage growth in recent quarters. Are you on top of the trends?
As you consider employee raises and refine your compensation strategy, it's imperative to have reliable Canada-specific data to inform your decisions when building a solid compensation foundation.
As you build out your compensation strategy, it's imperative to have reliable data to inform your salary decisions, easy to use software to automate compensation processes, and expert guidance to walk you through getting pay right.
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Join Payscale’s Chief Product Evangelist, Ruth Thomas and Director of Social Impact, Vicky Peakman as they discuss the concept of pay for performance and what that can look like for your organization.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
Creating a Highly Functional HR DepartmentPayScale, Inc.
HR functions have evolved from the personnel departments of the 70’s and 80’s to the business partnerships and people functions of today. The strategic value that HR brings to an organization can vary greatly depending on the size of the organization, industry, location, core values, culture, and more.
Join PayScale’s Stacey Klimek, VP of People, and Mykkah Herner, Director of Professional Services, as they discuss tips for creating a highly functional HR department in your organization.
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4. www.payscale.com
Agenda
Recap of Part I: Gaining Executive Support
Recap of Part II: Equipping your Managers
Develop a communication plan
• Prepare your executives to deliver messaging
• Ready managers for different scenarios
Tips for Employees
Immediate Action
5. Recap of Part I:
Gaining Executive Support
• Overview of Communication Basics
• Overview of Compensation Basics
Communicating Compensation to
Executives
• Understanding the Executive
Audience
• Align compensation to business
goals
• Incorporate leading edge practices
• Keep executives up-to-date with
quick snapshots
http://resources.payscale.com/hr-webinar-
recorded-communicating-compensation-
gaining-executive-support.html
6. Recap of Part II:
Equipping your Managers
Set expectations with managers
Equip managers for their role
• Negotiation skills
• Listening skills
• Compensation review meeting
• Talking points
Present compensation basics to
managers
http://resources.payscale.com/hr-webinar-
recorded-communicating-compensation-
equipping-your-managers.html
8. TACTIC RESPONSIBILITY AUDIENCE KEY MESSAGES TIMELINE
OBJECTIVE 1: FINALIZE COMP PLAN - GRADE ASSIGNMENTS, COMMUNICATION PLAN, POLICY REVISION
OBJECTIVE 2: OBTAIN EXECUTIVE APPROVAL
OBJECTIVE 3: TRAIN MANAGERS ON COMP PLAN AND HAVING EFFECTIVE CONVERSATIONS
OBJECTIVE 4: EXECUTIVES ANNOUNCE PLAN TO FULL ORG
OBJECTIVE 5: SUPPORT MANAGERS TO ROLL OUT COMP PLAN TO THE EMPLOYEE LEVEL
8
9. Executive Messaging
Prepare talking points for executives, covering:
• Compensation philosophy & purpose
• Compensation plan changes at the highest level
• Next steps – talk with managers
• Approve program
• Communicate program to org at a high level
• Perform manager/supervisor role
Executive Roles
10. Manager Toolkit
• Understand the program
• Communicate with employees
• Get support from HR
Manager &
Supervisor Roles
Prepare tool kit for managers, including:
• Compensation plan talking points
• Compensation plan information
• Details for each employee they supervise
• Tips for each type of conversation they may have
11. Lead The Conversation
80% of employees will compare pay
Finding out where you stack up vs.
peers can dramatically change:
• Desire to stay/leave
• Overall job satisfaction
• Exert more/less effort
I was approached by an employee who was very upset that her base
pay was being frozen. After going through our philosophy, the
employees pay compared to the grade and range she was in the
employee left the meeting with a smile on her face, feeling positive
about the conversation.
Monarch Landing, 300 employees
Source: Card, D., et al., (2011); “Inequality at Work: The Effect of Peer Salaries on Job Satisfaction.”
“Wow! This is what our employees need to see! They only
ever talk about what they see in their paycheck, so this
would really drive home our total investment!”
Alberta Motor Association - 2,000 employees
12. Accounting
Assistant
Senior
Accountant
Accountant I
Accountant II
Grade C Grade E Grade 5 Grade 7
Basic Function
& Key
Differentiators
• Administrative
Accounting Functions
to support AP & AR
• Update General Ledger
• AP / Vendor Relations
• AR
• Maintain General
Ledger
• Prepare financial
reports
• Interpret financial
reports and statements
for management
• Analyze financial data
• Prepare budgets
Degree &
Certification
Requirements
None Bachelor’s Degree
No certification required
Bachelor’s Degree
CPA required at proficiency
Bachelor’s Degree
CPA required at start
Critical Skills at
proficiency
• Attention to Detail
• Excel
• Data Entry
• Quickbooks
• Attention to Detail
• Quickbooks
• GAAP
• General Ledger
• Monthly Reconciliation
• Financial Reporting
• GAAP
• Financial Reporting
• Financial Analysis
• Budgeting
Years of
Experience
• 1-2 at proficiency • 3-5 at proficiency • 5-7 at proficiency • 8-10 at proficiency
14. Employee Pay is Low
Consider
Should the employee pay be low?
Is the organization able to adjust
employee pay?
14
Talking Points
Start by appreciating accomplishments
Mention market movement of the position if applicable
Explain position in range
Remind of last year’s adjustment amount if appropriate
Discuss what you will or won’t do for increase or bonus depending on
skillset, performance, etc.
Open the door
15. Employee Pay is High
Consider
Is the employee truly red-
circled?
What does the employee need
to move to the next level?
Does the organization need
that work performed? And if
so, are they willing to pay?
15
Talking Points
Start by appreciating
accomplishments
Mention market movement of the
position, or lack thereof
Explain position in range &
organizational policy
Remind of last year’s adjustment
amount if appropriate
Discuss what you will or won’t do for
increase or bonus
Open the door
16. Employee Given No
Performance-based Increase
Consider
What does the employee need to be
eligible for the next round of increases?
What potential does the employee have to
move up in the organization?
16
Talking Points
Start by appreciating contributions
Remind of performance issues
Explain position in range
Discuss what you will or won’t do for increase or bonus depending on
skillset, performance, etc.
Explain what they need to do to be eligible next go round
17. “I FOUND A
SALARY
REPORT
ON THE
INTERNET”
o Conflicting
information
o The “independent
study”
o Position pricing vs.
people pricing
o The conversation
17
19. Consider the Employee
Perspective
The employee is often going to want:
More money
Promotion
To be paid like their peers
To understand why others are paid more than they are
19
21. Identify Creative Solutions
When more money isn’t an option:
Know what the employee’s interests are; what will motivate
them?
Additional/alternative perks
FTE preference
Staggered increase or offer
PTO
21
22. Immediate Actions
• Connect with your employees about what motivates
them
• Identify conversations about compensation you need to
have with your employees
• Develop clear career paths
• Prepare any high level messages about comp
• Prep toolkits for your managers to use when
communicating with employees
23. 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: www.payscale.com/compensation-today
Join our Group on LinkedIn: Compensation Today: HR Best Practices
Jennifer Ferris, CCP
Compensation Professional
Mykkah Herner, MA, CCP
Manager of Professional Services,
PayScale, Inc.
www.payscale.com