Compensation is a core component of the employee experience, which itself is core to all of the stuff that really matters… like engagement, satisfaction, retention, and performance. These are the things that an organization relies on to succeed, because businesses don’t create value, people do. Our approach to comp is critical to our organization's success, yet all too often we're not really all that disciplined about it. And all too often we fail to recognize just how important it is. It's time to change all that.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Your employees want a bigger piece of the pie. You want to attract and retain top talent while motivating employees to perform at their best. In this webinar, PayScale and BambooHR experts guide you to create a compensation plan that's a win/win for both you and your employees.
Key learnings:
Gain executive support
Define your compensation strategy
Develop a market-based pay structure
Build pay ranges
Implement your total rewards plan
"Presentation on Salary Negotiation. Learn how to do salary
Negotiation. Right way of salary negotiations. These PDF's
are available for all VEDA students for free on
www.veda-edu.com"
Accelerating New Hire Productivity Through OnboardingBambooHR
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
Your employees want a bigger piece of the pie. You want to attract and retain top talent while motivating employees to perform at their best. In this webinar, PayScale and BambooHR experts guide you to create a compensation plan that's a win/win for both you and your employees.
Key learnings:
Gain executive support
Define your compensation strategy
Develop a market-based pay structure
Build pay ranges
Implement your total rewards plan
"Presentation on Salary Negotiation. Learn how to do salary
Negotiation. Right way of salary negotiations. These PDF's
are available for all VEDA students for free on
www.veda-edu.com"
Accelerating New Hire Productivity Through OnboardingBambooHR
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
The secret to salary negotiation involves timing, preparation, and not being the first person to blurt out a number. This short presentation offers tips from the hiring manager's perspective on how to approach salary negotiation, and how to ask for more than you want to end up with exactly what you need.
A major piece of a company\'s operating budget is spent on compensation. Getting it right - designing an effective compensation strategy to attract, engage, and retain the right people - and leveraging that major investment are key to running a successful enterprise.
This interactive session will address the questions and topics below:
Where do we begin?
Define the basic building blocks for an effective compensation strategy
How do we build a fair compensation plan, using market analysis, salary ranges and pay administration guidelines?
How do we build and implement a compensation plan and integrate it with our business plan?
Learn from experts in the field who will identify how to develop and implement a compensation package to attract, retain and compensate your most valuable resource - human capital!
This will be an interactive, information packed seminar where you will learn techniques on how to develop and implement your total compensation plan.
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Is there a salary negotiation coming up? Maybe you'd like to express your salary expectations during a job interview? Then check out these 7 ways to successfully negotiate salary composed by Benjamin Maurice, Team Manager at Real Life Sciences France which is part of the SThree Group.
For more information and tips visit our website: http://www.sthreecareers.com/.
Negotiation expert Victoria Pynchon shares how you can get what you want at work with the members of Connect: Professional Women's Network. To continue the conversation or join the LinkedIn group for free, visit www.linkedin.com/womenconnect.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Hiring managers and recruiters, are you using research yet? Research is now seen as the 'new style of recruiting' but we've been doing it since 1999! Here we share our top tips to using research to find the best talent.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Your employees want a bigger piece of the pie. You want to attract and retain top talent while motivating employees to perform at their best. In this webinar, PayScale and BambooHR experts guide you to create a compensation plan that's a win/win for both you and your employees.
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
The secret to salary negotiation involves timing, preparation, and not being the first person to blurt out a number. This short presentation offers tips from the hiring manager's perspective on how to approach salary negotiation, and how to ask for more than you want to end up with exactly what you need.
A major piece of a company\'s operating budget is spent on compensation. Getting it right - designing an effective compensation strategy to attract, engage, and retain the right people - and leveraging that major investment are key to running a successful enterprise.
This interactive session will address the questions and topics below:
Where do we begin?
Define the basic building blocks for an effective compensation strategy
How do we build a fair compensation plan, using market analysis, salary ranges and pay administration guidelines?
How do we build and implement a compensation plan and integrate it with our business plan?
Learn from experts in the field who will identify how to develop and implement a compensation package to attract, retain and compensate your most valuable resource - human capital!
This will be an interactive, information packed seminar where you will learn techniques on how to develop and implement your total compensation plan.
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Is there a salary negotiation coming up? Maybe you'd like to express your salary expectations during a job interview? Then check out these 7 ways to successfully negotiate salary composed by Benjamin Maurice, Team Manager at Real Life Sciences France which is part of the SThree Group.
For more information and tips visit our website: http://www.sthreecareers.com/.
Negotiation expert Victoria Pynchon shares how you can get what you want at work with the members of Connect: Professional Women's Network. To continue the conversation or join the LinkedIn group for free, visit www.linkedin.com/womenconnect.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Hiring managers and recruiters, are you using research yet? Research is now seen as the 'new style of recruiting' but we've been doing it since 1999! Here we share our top tips to using research to find the best talent.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Your employees want a bigger piece of the pie. You want to attract and retain top talent while motivating employees to perform at their best. In this webinar, PayScale and BambooHR experts guide you to create a compensation plan that's a win/win for both you and your employees.
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
Webinar-How to Communicate Compensation to Executives and ManagersPayScale, Inc.
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation.
Attend this webinar and learn:
-How to engage the executive audience
-How to keep executives up-to-date with quick snapshots
-How to train managers to speak to employees about comp
In partnership with
BambooHR
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.
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
4 Ways to Communicate Compensation That Drive Strategic OutcomesBambooHR
Compensation is one topic that we can be unsure how to communicate. This webinar shares important research on the why communicating compensation correctly is so important and how to do it so that it drives strategic outcomes.
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
Webinar - Preparing for Successful Year End Compensation PlanningPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Kim Taylor, VP of Compensation Services as they give expert advice to prepare you for the upcoming comp planning season.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
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.
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.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
Using Compensation to Motivate PerformanceBambooHR
When employee engagement drops, so does your organization’s performance. According to the State of the Global Workplace report, 85 percent of employees are either not engaged or are actively disengaged at work. This makes for about $7 trillion in lost productivity. It’s time to breathe new life into your engagement (and performance) strategy with our new webinar series.
In this first webinar of the series, we will discuss:
• The foundation of employee engagement
• Smart compensation strategy
• How to communicate pay decisions with employees effectively
• Strategies for building a pay-for-performance culture
Paving the Way: How to Retain and Motivate Your Best EmployeesBambooHR
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
A good start to improving the right kind of retention is to make sure you’re paying fairly and competitively to the market. In fact, research shows a link between fair and transparent pay practices, lower intent to leave, and overall greater job satisfaction.
Attend this webinar and learn:
-How compensation impacts retention
-The 3 truths about turnover
-The 5 keys to retaining top employees
Similar to Getting Smart About Compensation: How to Know If You’re Doing It Right (20)
7 Cost-Cutting Strategies to Lower Overhead and Energize AI & AutomationShelly Myers
Will automation replace accountants? Hardly, but automation and AI will certainly make a difference to accountant’s workflows and efficiencies. Join this 45-minute webinar to learn how to automate your workflows, start projects fast and intelligently, and delight even the most skeptical clients. You’ll see automation trends, technology solutions and accounting firm testimonials.
What You’ll Learn:
• The impact of limited or poor automation: delayed work, damaged client relationships and sluggish billings
• How automation helps accountants during disruptive financial times
• The role AI plays in modern accounting practices
• Real-world examples of two accounting firm’s automation transformations
• How to get started so you can weather this disruptive period and stay competitive
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
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.
Yet even though HR departments are generating more data than ever before, they often struggle to turn their data into valuable insights. Recent research from BambooHR found that while 58 percent of HR professionals believe HR analytics are very important, only 16 percent viewed themselves as an expert in using HR data.
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.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
How to Roll Candidate Experience into Employee EngagementShelly Myers
By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted.
The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceShelly Myers
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Join JD Conway from BambooHR as he shows you four different hiring processes that your talent acquisition team can deploy in order to maximize your pipeline for long-term ROI. Learn how to decrease your future time to hire and build long-term demand by leveraging your brand, and join JD as he talks about building new quality processes for excellent future talent pools.
In this webinar you will learn how to:
- Maximize your talent pools
- Decrease your time to hire
- Build long-term demand for your brand
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Learning Culture and Employee Engagement: 6 Ingredients for SuccessShelly Myers
As any fan of cooking television can tell you, a master chef can take some of the most improbable foods and, with a deep knowledge of culinary basics and the proper support from sous chefs, create a singular dining experience.
Using the right recipe for employee engagement helps you cook up success in your organization, with a healthy portion of financial improvement on the side. Join Cassie Whitlock of BambooHR and Erin Boettge of BizLibrary to learn the basics of employee engagement and how creating an engaged learning culture helps improve employee satisfaction and performance. You’ll also learn how to train managers in the art of employee engagement, making them valuable sous chefs in preparing your workplace for the future.
No matter what ingredients your employees bring to the table, when you develop strong connections, focus on engagement, and sustain positive change, you can create a delicious, engaged workplace.
How to Simplify Employee Self-Service Access with Identity ManagementShelly Myers
Ensuring that employees have proper access to the multitude of systems and software they need to do their job is a tall order for IT and HR. Making it easy for employees to access the applications they need without requiring one more password to remember is crucial for implementing successful employee self-service in HR.
Join us for this webinar to see how BambooHR and OneLogin simplify employee self-service access so you can free your people to do great work!
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Rec...Shelly Myers
Once upon a time, filling a job posting began with fifty words in a newspaper, a handshake, and a crisp business card. Today, technology has expanded the possibilities for filling job postings, connecting millions of potential candidates. When you combine technology’s reach with a personable candidate experience, you develop strong connections with your potential hires, making it easier to find the right person for the job.
Join Vanessa Brulotte of BambooHR and Michael Bavaro of Reflik to explore how to get greater quality in your recruiting efforts. You’ll learn how crowdsourcing talent can connect your organization to your perfect next hire, how your company’s reputation can be your most effective marketing tool for potential hires, and how effective hiring can add diversity and innovative thinking to your organization.
How to Create an Attractive and Lasting CultureShelly Myers
How do you define your organization’s culture? How you answer that question influences so many aspects of your daily operations, from your success in recruiting to your engagement levels to the results of your projects. Join Brenton Williamson of BambooHR and Mila Singh of CultureIQ as they explore all the small details that combine to create an effective culture.
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...Shelly Myers
As companies scale, implementing new technology is crucial to keep up with the demand of the workplace. Join BambooHR and Greenhouse as we explore:
• What to look for when considering new recruiting and onboarding technology
• How to ensure the software you purchase won’t slow you down
• Tips towards getting company buy-in
• How choosing the right technology can make you a more effective HR professional
A study conducted by PayScale 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.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
4. bamboohr.com payscale.com
Getting Smart About Compensation
Competitive Abundance
GLOBALIZATION
has shrunk the world
TECHNOLOGY
has leveled the playing field
LOW ENTRY BARRIER
has increased startups
7. bamboohr.com payscale.com
Getting Smart About Compensation
Focus on Who You Are
PEOPLE
Relentlessly attracting, inspiring,
and empowering great people.
CULTURE
Creating a great place to work,
so great work can take place.
@Rusty Lindquist
13. bamboohr.com payscale.com
Getting Smart About Compensation
Questions to ask:
• What is your market?
• What are your goals?
• How competitive do you need to be?
• What should you reward?
• Is your current strategy working?
15. bamboohr.com payscale.com
Getting Smart About Compensation
—Harvard Business Review
“Keep the plan simple. It should be
extraordinarily clear which
outcomes you are rewarding.”
18. bamboohr.com payscale.com
Getting Smart About Compensation
Pay is the number 3 reason people quit jobs
[BambooHR study]. If employees aren’t being paid
what they’re worth, they will find it somewhere else.
Executives must care about compensation
if they care about retention.
19. bamboohr.com payscale.com
Getting Smart About Compensation
Top Compensation Mistakes
• Not updating compensation regularly
• Not empowering managers to fix problems
• Not being transparent
• Giving across-the-board raises
• Not having a structured plan
20. bamboohr.com payscale.com
Getting Smart About Compensation
Compensation plans help
the bottom line.
1. They make good business sense.
2. They help attract and retain talent.
3. They support your company’s mission,
strategy and culture.
22. bamboohr.com payscale.com
Getting Smart About Compensation
“If you pick the right people and give them
the opportunity to spread their wings and
put compensation as a carrier behind it,
you almost don’t have to manage them.”
—Jack Welch
27. bamboohr.com payscale.com
Getting Smart About Compensation
of organizations feel very confident in their managers’
ability to have tough conversations about pay
19%
28. bamboohr.com payscale.com
Getting Smart About Compensation
Comp is about an
Exchange of Value
Not just Money
Experience in industry
Experience in market vertical
Experience in adjacent markets
Experience in field of discipline
Experience in adjacent disciplines
Experience with competitors
Product knowledge
Competitor knowledge
Time and experience in company
Education
Discipline training and certification
Supply and demand
Employer Value DriversEmployee Value Drivers
Base pay
Performance Pay
Paid time off
Benefits
Travel
Culture and environment
Work flexibility
Work/Life balance
Meaningful work
Who you work with
Challenging work
Opportunity to impact
Job security
Shared purpose / mission
Career advancement opportunities
Autonomy
Senior leadership
29. bamboohr.com payscale.com
Getting Smart About Compensation
Communication Roles
Executives: Communicate program to organization at a high level
Managers: Communicate compensation details to employees
Employees: Bring questions to
manager or HR
HR: Prepare communication, consult and inform Executives, train Managers
30. bamboohr.com payscale.com
Getting Smart About Compensation
Making the Compensation
Conversation a Culture Builder
Don’t be offended
Be open
Take it seriously Be objective
Be proactive
Be Positive
32. bamboohr.com payscale.com
Getting Smart About Compensation
Identify Market Differentials
Schedules preserve both competitive pay to local
markets and internal equity.
Baltimore
+5%
Dallas
Main
Minneapolis
+5%
33. bamboohr.com payscale.com
Getting Smart About Compensation
Determine Your Pay Grades
The number of pay grades you use will influence your
midpoint differential and should sufficiently distinguish
difficulty levels of different jobs.
34. bamboohr.com payscale.com
Getting Smart About Compensation
Some considerations include
• How wide should my ranges be?
• How much overlap between pay ranges is good?
Build Pay Ranges
35. bamboohr.com payscale.com
Getting Smart About Compensation
Evaluating employee placement in range.
Developing guidelines or policies for movement.
Using Pay Ranges
37. 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
Accounting
Assistant
Senior
Accountant
Accountant I
Accountant II
Grade C Grade E Grade 5 Grade 7
Build Career Path
46. bamboohr.com payscale.com
Getting Smart About Compensation
Feeling appreciated, valued, and adequate rewarded for your effort.
Value
Total rewards
Va Value
Rewards Recognition Compensation
What you get from work
48. bamboohr.com payscale.com
Getting Smart About Compensation
Thank you!
BambooHR
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
Download our free eBook: Communicating Compensation: Your guide to
tackling tough conversations about pay
PayScale
Rusty
So why is it important to train your managers to talk about comp….read stat
Real concern that managers don’t know how to manage. Manager have a lot going along and talking about comp isn’t their primary job so we need to make it easier to do that. Often promoted because their great at their function, not at being a manager. HR and Leaders can’t be having the conversation every time. Not sustainable and not the best, they have the best knowledge of their employees and these conversations are an opportunity that they need to have.
BAMBOO
Help them understand the spectrum, and build the ability to identify what matters most to the employee. Every comp conversation is an opportunity to talk about everything else. But they have to be looking at the whole spectru. Often when they say “I want more money” actually what they mean is “I don’t feel valued”, and it very well could be the path to fixing that is not about money (in fact, it often has the shortest-term impact on feeling valued).
Sometimes they just don’t have the language, don’t understand the equation, and so the only thing they think to talk about is pay. But it might not be as much about pay as you would think. It might. But it might not.
Rusty
Everyone has a role, but the timing is different.
HR’s role is to get the program ready, continue communicating updates to the Executive team, and to train the management team (which is what we’re doing today).
Executives, are responsible for approving the compensation plan, communicating it at a high level to the company, and they are also managers in their own right so they perform a dual role there.
Prepare talking points for executives, covering:
Compensation philosophy & purpose
Compensation plan changes at the highest level
Next steps – talk with managers
Managers’ role is to understand the program, communicate the information to your employees, and seek support from HR when needed.
Employees’ role is to agree to the program and if they don’t, they need to communicate that to you as managers and again, you can seek out support from HR if needed.
Managers *CAN* talk comp, when given the tools, resources, and training to do so. With that in place managers can act both as agents of the organization and advocates for employees.
“Go ask HR” or “HR won’t let me” undermines their own authority. HR is here to support, not hinder.
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
Bamboo
PAYSCALE
PAYSCALE
PAYSCALE
PAYSCALE
PAYSCALE
PAYSCALE
PAYSCALE
BAMBOO
BAMBOO
Have data driven conversations so both your Ees and mgrs. Have confidence in why they’re paid what they’re paid.
Here’s a place to put your Comp Philosophy so every employee sees it.
Pg. 3…
Here’s where you are relative to your range and what does it mean to have a range penetration of 40% and why does that make sense.
Here’s your wage trends, so how your pay has changed over time and how it might continue to change over time.
Pg. 4…
If you share market data with them, your argument is even stronger. If you do share the 10th-90th percentile, be prepared to explain why everyone is not going to be paid at the 90th and why you EE are not paid at 90th (could be a good place to tie to performance and next steps).
Also a good place to point out pay trends (trending down)
BAMBOO
Left page. Gives context on how they’re doing within their organization. You should only be sharing this if you’re doing it right! If you’re going to be this transparent to the org, don’t shy away from people who are paid low.
Right page. Have some talking points prepared for your managers. Things like “why am I being paid more/less than typical Ees in the same role”; “How competitive is my pay relative to the market” “How do I earn more and grow with the company?”
Middle…talk through Total Comp. Here’s the potential things you’d want to cover. Most Ees find out how much their medical benefits cost when they get their COBRA statement. That’s the wrong time. Why bother to have awesome benefits if you’re not going to tell people how much their valued.
PAYSCALE
PAYSCALE
PAYSCALE
PAYSCALE
50% of orgs agree that comp drives engagement, but only about a quarter of them (26%) have changed pay as a result of ee engagement survey feedback
11% of companies don’t ask about pay on engagement surveys – we wonder: how do you know how they feel about pay if you don’t ask?