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.
5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
How To Setup an HR Department: A Step by Step GuideRecruiterbox
http://recruiterbox.com/blog/5-recruiting-tools-for-setting-up-an-hr-department/ | Creating an HR department is a crucial step for every expanding small business. When the HR department is created, it should develop a plan for overseeing every step of employee management, from an applicant tracking system through the exit process.
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
Emphasis on the importance of human resource planning early on in the start-up process by looking at the legalities of hiring employees, the process of recruiting and how to manage and pay employees.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
7 Best Practices for Effective Human Resource ManagementBill Gottlin
Great employee teams are the result of a well-organized system. 7 Best Practices for Effective Human Resource Management will give you the tools to build your structure.
A company is only as good as its workforce. A company does not generate ideas, does not give service, and by itself is neither efficient nor productive. People make all of those things happen. In that sense, employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. At Sage, we call that the Return On Employee Investment or ROEI.
These are not easy times for HR managers. Like other executives, they must do more with less. A viable approach to the consequences of an economic downturn is tighter “strategic alignment” of HR processes to the company’s overall competitive strategy. One way that HR managers might adapt to doing more with less is to develop initiatives that designate HR as a strategic partner to revenue-generating business units and to the executive team.
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
Emphasis on the importance of human resource planning early on in the start-up process by looking at the legalities of hiring employees, the process of recruiting and how to manage and pay employees.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
7 Best Practices for Effective Human Resource ManagementBill Gottlin
Great employee teams are the result of a well-organized system. 7 Best Practices for Effective Human Resource Management will give you the tools to build your structure.
A company is only as good as its workforce. A company does not generate ideas, does not give service, and by itself is neither efficient nor productive. People make all of those things happen. In that sense, employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. At Sage, we call that the Return On Employee Investment or ROEI.
These are not easy times for HR managers. Like other executives, they must do more with less. A viable approach to the consequences of an economic downturn is tighter “strategic alignment” of HR processes to the company’s overall competitive strategy. One way that HR managers might adapt to doing more with less is to develop initiatives that designate HR as a strategic partner to revenue-generating business units and to the executive team.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Future of HR is a conference for leaders and HR professionals to reflect of the new key role played by HR in organizations and get inspired by trends and innovations from startups and top companies.
Next events:
NYC - September 3rd 2015
Paris - November 5th 2015
Sao Paolo - Spring 2016
Discover what it takes to earn even higher levels of trust and respect of your business peers and colleagues and begin to chart a road map to get there. Presented from the CEO's perspective, this workshop will show you what's preventing your HR department from being seen as the strategic asset it deserves to be. You will be empowered to move up from "mere compliance”, to synchronize your departmental plan with the firm's strategic plan, and ultimately to help shape your organization's direction and future.
Webinar - Recruiting and Retaining Talent through Economic UncertaintyPayScale, Inc.
Join us as we speak with JD “Xpert”, Don Berman about the role HR will play in leading organizations through the predicted economic downturn and how job description technology can be used effectively to consolidate, recruit, and retain.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Communicating Compensation: Gaining Executive SupportPayScale, Inc.
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.
Webinar: How to Communicate to Comp Executives and ManagersPayScale, Inc.
The messaging about your compensation plan is as important as the plan itself. In this webinar join Mykkah Herner and Paige Hanley as they discuss useful tips and tools for getting your compensation communications right with managers and executives.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
In-depth discussion of HR Key Performance Indicators - selecting, measuring them, and designing tracking and decision processes to enable a strong, sustaining competitive advantage in your business... This deck was presented on 4-7-2015 as part of a BLR sponsored Webinar .
Communicating Compensation: Equipping Your ManagersPayScale, Inc.
Managers play a critical role in communicating about compensation to your employees. Teach them the best practices on how to effectively communicate the details of your compensation plan.
Last year is so last year – it’s time for real time pay for performance. In our recent 2016 Compensation Best Practice Report, 44% of all companies cited eliminating traditional performance reviews in favor of real-time feedback as the biggest trend that would shake up the HR world.
Two Sides of the Same Coin: Recruiting and RetentionAggregage
In this webinar, Caitlin MacGregor will explore how predictive science helps organizations engage, attract and retain high-performing talent. Attendees will gain insight into understanding candidates’ human potential to unlock opportunity for their organizations to add value to their talent strategies.
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.
Payscale has three data sources to help organizations quickly respond to a changing talent market and the technology for organizations of all sizes to create more equitable and transparent pay practices.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: • A brief overview of the Future of Work trends being seen in 2017 • What challenges will this create from business leaders and the workforce in our organisations? • What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
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3. www.payscale.com
Agenda
• The Evolving HR Function
• Driving Business Results
• Gaining Executive Support
• Understanding Your Workforce
• Is it HR’s responsibility?
• Immediate Actions
14. Socialize your plan
Educate as you go, focusing on
• Impact of strong comp plan on business results
• Market study & results
• Compensation philosophy
• Compensation strategy
• Guidelines for pay (structure)
• Policies & Processes
15. Pay Ranges or Guidelines
Range MidpointMinimum Maximum
$20,000 $32,000
$26,000
Range
Midpoint:
Range
Minimum:
Range
Maximum:
Lower limit of
pay range
Proficiency point,
aligned to market
Upper limit of
pay range
16. Maintain buy-in by reporting
High Level Info
o Get them familiar with a dashboard (Compa Ratio, Market Ratio, etc)
o Report these on a regular basis
18. Make-up of your workforce
Workforce Characteristics
• Generations
• Professional, mid, or entry level
• Manual, Technical, Office, Leadership workers
Organizational Characteristics
• Urban vs Rural
• Corporate or non-profit
• More hierarchical or flat
• Traditional or newer industry
• Driver: Values, Profit, Growth
19. Identify Creative Solutions
Consider Workplace “Currency”
Know what motivates your employees
Additional/Alternative Perks
FTE preference
Staggered increase or offer
PTO
Work assignments
Development opportunities
19
21. of company leaders do not feel confident in their
managers’ ability to effectively communicate with
employees about salary issues.
2014 PayScale CBPR
73%
25. What competencies do you need?
• Strategic Communication
• Organizational Development
• Change Management
• Data & Analytics
• Business Savvy
• Creativity
26. Immediate Actions
• Evaluate your HR function
• Understand your desired business outcomes
• Assess your workforce for makeup, skills, gaps
• Start talking with your executives
• Identify key champions amongst your managers
27. 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
Stacey Klimek
VP of People
Mykkah Herner, MA, CCP
Director of Professional Services
www.payscale.com
Editor's Notes
Hedge
Hedge
Creator of the largest database of individual compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software.
PayScale’s products are powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time.
Publisher of the quarterly PayScale IndexTM, PayScale's subscription software products for employers include PayScale MarketRateTM and PayScale InsightTM. Among PayScale's 2,500 corporate customers are organizations small and large across industries including Mozilla, Tully’s Coffee, Clemson University and the United States Postal Service.
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.
Attend this webinar and learn:
How to drive business results and gain executive support for HR initiatives
What do they want? Understanding your workforce and tailoring programs for success
What falls under the HR umbrella in a highly functional HR department
Mykkah
Changing names – evolving function.
Distancing from “HR” as a name – helpful?
Transactional to Strategic
Examples within each
Recent webinar – props to BambooHR
Goal of HR = focus on Outcomes, and build the spokes of the wheel that ultimately drive bus results.
Note: Comp isn’t a spoke, it feeds in to many of these spokes like EE engagement, Performance, Retention, Efficiency, etc…
Digging into how we at PayScale think about Comp: it’s a keystone. Directly related to some org systems, indirectly related to others.
Withstand external pressures. Sound structure, etc.
Stacey
Communicating with executives involves
Understanding the executive audience: Put yourself in the shoes of your executives.
Making sure compensation is aligned with business objectives: Present yourself as someone who understands the business.
Incorporating leading edge practices: Your execs need you to keep them abreast of the best of the “best practices.”
Keeping executives up to date with quick “snapshots:” Keep the details to a minimum, please.
Understand the Executive AudienceYour executives got to where they are by learning how to get what theywant, so before approaching them you better get your ducks in a row if youhope to get want YOU want. Understand that executives:• Don’t want to be told what to do: Does anyone?• Can be distrustful of change: Change? Yeck! More hoops, more work,and more $$$.• Are used to making decisions: Do your homework to provide severaloptions, then ask for input. It’ll make your execs feel special!• Know they know stuff Avoid coming of as a “know it all” yourself.Ask the Right QuestionsThe RIGHT compensation policy starts with asking your executives theRIGHT questions. (We’ve provided a few right questions to get you started.Aren’t we the best?)Question: Why do you want to have a good comp program?Answer: To pay people RIGHT.Question: Why do you want to pay people right?Answer: To attract and retain top talent.Question: Why do you want top talent?Answer: To accomplish our business objectives.
• Regularly REPORT OUT how the plan is performing. Your information should be high level (avoidtoo many details) and relevant. Hint: PayScale makes this easy with multiple dashboards.• Give them TOOLS FOR SUCCESS (e.g., reports with relevant information).• Give them INSIGHT into what employees care about.• Give them TALKING POINTS for conversation with employees.
Communicating with executives involves
Understanding the executive audience: Put yourself in the shoes of your executives.
Making sure compensation is aligned with business objectives: Present yourself as someone who understands the business.
Incorporating leading edge practices: Your execs need you to keep them abreast of the best of the “best practices.”
Keeping executives up to date with quick “snapshots:” Keep the details to a minimum, please.
Understand the Executive AudienceYour executives got to where they are by learning how to get what theywant, so before approaching them you better get your ducks in a row if youhope to get want YOU want. Understand that executives:• Don’t want to be told what to do: Does anyone?• Can be distrustful of change: Change? Yeck! More hoops, more work,and more $$$.• Are used to making decisions: Do your homework to provide severaloptions, then ask for input. It’ll make your execs feel special!• Know they know stuff Avoid coming of as a “know it all” yourself.Ask the Right QuestionsThe RIGHT compensation policy starts with asking your executives theRIGHT questions. (We’ve provided a few right questions to get you started.Aren’t we the best?)Question: Why do you want to have a good comp program?Answer: To pay people RIGHT.Question: Why do you want to pay people right?Answer: To attract and retain top talent.Question: Why do you want top talent?Answer: To accomplish our business objectives.
• Regularly REPORT OUT how the plan is performing. Your information should be high level (avoidtoo many details) and relevant. Hint: PayScale makes this easy with multiple dashboards.• Give them TOOLS FOR SUCCESS (e.g., reports with relevant information).• Give them INSIGHT into what employees care about.• Give them TALKING POINTS for conversation with employees.
Alignment
Validates compensation strategy and aligns to business goals & results
Fairness
Clarifies the market and internal value for each job, and provides a way to manage employee pay effectively
Ensures pay equity (legally defensible)
Provides room to reward your employees based on performance, experience, etc.
Communication
Provides a tool to talk with employees about development
Confidence
Quantifies compensation costs & enables budget decisions
Determines pay for non-benchmark jobs
Gives HR, managers, and employees confidence that pay decisions are fact-based
Min: Lower limit of a pay range/band. Pay for new or less proficient employees should be closer to minimum.
Mid: Identifies the proficiency point. Market based ranges have a midpoint that aligns with the target percentile in the market.
Max: The upper limit of a pay range/band. Pay for more tenured employees or star performers should be approaching this number.
Along with other dashboards & “health of the organization” information, they should have the pulse of comp – org/wide – high level. 20K feet. Etc.
- questions to ask about the makeup of your wf & how that impacts your HR decisions
- Generations & how large –
- Urban vs Rural
- Professional vs entry level vs ?
- manual vs office?
- Tech, non-tech, leadership
- Flat vs hierarchical
- potential skills gap
- Identifying talent & creating development opportunities – succession planning & leadership training / coaching
-
Mykkah
Make-up
Some hints of what it might mean and how that may link to other HR initiatives. What’s the challenge?
Mykkah
Some other workforce thoughts … depending who you have, you may need to get creative.