Pay Transparency is one of the hottest topics in human resources right now. But what exactly does pay transparency mean?
Join Mykkah Herner, MA, CCP and Paige Hanley, CCP as they discuss pay transparency as a way of increasing trust within your organization to drive engagement, productivity, and business results.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Webinar: Get Pay Right with PayScale Insight PayScale, Inc.
Join us for a tour of PayScale Insight Expert, the product that gives you everything you need to nail compensation. Register for one of the below dates and get pay right.
Structure can be a good thing. Pay ranges give you guidelines for how to pay your people, and help you to identify pay inconsistencies and inequities across your employees. Join this webinar to learn more.
-An overview of how to use your Insight Platform to build out a range structure
-Best Practices of what to think about when building out a structure in the tool for the first time
-Keys tips to implement pay ranges in your organization
It's time to start thinking about your 2017 compensation budget. Getting pay right is critical to keeping, attracting, and motivating your best people, but how can you make compensation a priority for next year’s budget? Join PayScale as we discuss:
-Checking for market movement
-Identifying and resolving pay inequities
-Selling the need for a decent compensation budget
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
Webinar-Make Your Compensation Calendar Work for YouPayScale, Inc.
Compensation is an integral part of any organization’s infrastructure. You allocate time and energy for budgeting, reviews, recruiting, and more. Why would you not do the same for your compensation efforts?
Join us as we dive into the basics of developing a compensation calendar that aligns with other critical areas of your HR and workforce management. We’ll also be covering the benefits and how to integrate your comp calendar with other responsibilities in order to best leverage the bandwidth of you and your team!
This webinar will cover:
-Fundamentals of a comp calendar
-Comp stoppers (what gets in the way)
-Examples of successful comp calendars
-Next steps
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
Webinar: Get Pay Right with PayScale Insight PayScale, Inc.
Join us for a tour of PayScale Insight Expert, the product that gives you everything you need to nail compensation. Register for one of the below dates and get pay right.
Structure can be a good thing. Pay ranges give you guidelines for how to pay your people, and help you to identify pay inconsistencies and inequities across your employees. Join this webinar to learn more.
-An overview of how to use your Insight Platform to build out a range structure
-Best Practices of what to think about when building out a structure in the tool for the first time
-Keys tips to implement pay ranges in your organization
It's time to start thinking about your 2017 compensation budget. Getting pay right is critical to keeping, attracting, and motivating your best people, but how can you make compensation a priority for next year’s budget? Join PayScale as we discuss:
-Checking for market movement
-Identifying and resolving pay inequities
-Selling the need for a decent compensation budget
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
Webinar-Make Your Compensation Calendar Work for YouPayScale, Inc.
Compensation is an integral part of any organization’s infrastructure. You allocate time and energy for budgeting, reviews, recruiting, and more. Why would you not do the same for your compensation efforts?
Join us as we dive into the basics of developing a compensation calendar that aligns with other critical areas of your HR and workforce management. We’ll also be covering the benefits and how to integrate your comp calendar with other responsibilities in order to best leverage the bandwidth of you and your team!
This webinar will cover:
-Fundamentals of a comp calendar
-Comp stoppers (what gets in the way)
-Examples of successful comp calendars
-Next steps
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Now that Spring is here it’s a great time to review your comp plan. Whether you are updating an existing plan or have something more informal in place, this will be an excellent webinar to attend.
We’ll walk you through some basics such as evaluating your compensation philosophy and strategy, keeping up on critical jobs in the market, and ensuring basic compliance.
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
Webinar-How to Elevate Your Talent Analysis with Multiple Data SourcesPayScale, Inc.
The landscape of compensation data has changed. HR teams and compensation specialists have more choice than ever in what sources they can use in their analysis, and candidates and employees alike are more informed of their value in the marketplace. For some, this has been a shift towards more positive conversations with employees, but it can be a scary prospect without the right data to back you up.
Join Michael Diaz, Compensation and Benefits Analyst at Sungevity, and PayScale’s Mykkah Herner as they discuss:
- Current market trends impacting compensation
- The growing data market and factors to consider when selecting sources
- How to integrate new data sources into your mix
- The business impact of quicker, more accurate matches
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.
Think you know all there is to know about HR? Think again! One of the exciting things about working in Human Resources is that the industry is constantly evolving and transforming. Factor in the era of big data, and it’s no wonder commonly held beliefs are getting disrupted on a daily basis. Staying on your game is more challenging than ever, so join us for this exciting webinar.
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.
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.
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.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
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.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
Webinar-Comp Foundations-Overpayment/UnderpaymentPayScale, Inc.
Just discovered that a large portion of your workforce is overpaid or underpaid? Not sure what to do?
Join us for a walkthrough on how to discover and manage over/underpayment.
This webinar covers:
- What to do with a new minimum wage
- Payment relative to market
- Employees who are paid out of range
- Communicating pay adjustments
- To freeze or not to freeze pay?
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Webinar-5 Steps to a Painless Increase Cycle with PayScale CrewPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report, indicates a strong correlation between modern pay practices and business success. Top-performing companies view pay as an ongoing practice, and not an annual event. Compensation is also a key part of their culture and communicate clearly about their pay practices. Do you want to know more about how top performing companies manage compensation?
Join PayScale as we discuss what top-performing companies do better than the rest. Register for this webinar and you’ll learn about:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Pay transparency is about fairness of pay, openly communicating about pay with employees, and helping them understand the importance of maintaining and improving their performance. Join PayScale and BambooHR as we look at the different stages of pay transparency and how you can implement them into your workplace to encourage productivity and improvement.
Key Learnings:
-What pay transparency in the workplace looks like
-The advantages and disadvantages of pay transparency
-How you can use pay transparency to encourage improvement and productivity
-What actions you can take today to make it part of your culture
In partnership with BambooHR
Employers are still severely out of touch with the needs and feelings of their employees. In a recent PayScale survey, our data revealed a vast chasm between employer and employee perceptions around almost every key engagement metric.
The 2016 Compensation Best Practices Report found that 73% of employers consider their employees fairly paid, yet only 36% of employees feel they are paid fairly.
As more states look into creating fair pay laws the notion of equal pay is beginning to expand beyond gender into other protected areas. So what is the link between equal pay and fair pay, and how can organizations best achieve fair pay?
Join PayScale as we discuss:
- What current protections exist for equal pay
- What is fair pay and why does it matter
- How do organizations really reward people fairly
Webinar-How to Do Comp Like Top-Performing CompaniesPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report indicated a strong correlation between modern pay practices and business success.
Top-performing companies view pay as an ongoing practice and not an annual event. Compensation is also a key part of their culture and these companies communicate their pay practices clearly. Do you want to know more about how top-performing companies manage compensation?
Join PayScale’s Mykkah Herner and Camie Bailey to learn what top-performing companies are doing around pay:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
Now that you've got Comp basics down, and it's time to level up! Taking the foundational skills of 101 into consideration, 201 builds on the concepts of creating a structure by digging deeper into each necessary piece needed in order to understand how to build and maintain a compensation structure.
-Ranges & Grades – what are they and which is the best scenario for you? Geo differentials–best practices, managing grade schedules
-Midpoints & widths – what does this mean and what does it determine?
-Structure Scenario – using a common customer scenario, we will build a structure live on the call
-Job levels/Job familiars – how to make adjustments to alignment and slot jobs
Webinar-Going Beyond the California Fair Pay ActPayScale, Inc.
The gender pay gap has rapidly surfaced as a key concern for American companies. The California Fair Pay Act, which went into effect January 1st, is one of the most aggressive laws ever implemented that aims to narrow the gender pay gap.
Think it will only affect California? Think again. Just because your business is not in California, doesn’t mean you’re exempt from the impact of that law. That said, compliance is only the bare minimum of what you should aim to accomplish.
4 Steps to Building a Smart Compensation StructurePayScale, Inc.
Developing a solid compensation structure will help you set the appropriate pay ranges for your jobs. If pay ranges are too narrow, you won’t be able to reward high performers. Too broad, and the pay ranges provide very little support for your compensation philosophy.
Now that Spring is here it’s a great time to review your comp plan. Whether you are updating an existing plan or have something more informal in place, this will be an excellent webinar to attend.
We’ll walk you through some basics such as evaluating your compensation philosophy and strategy, keeping up on critical jobs in the market, and ensuring basic compliance.
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
Webinar-How to Elevate Your Talent Analysis with Multiple Data SourcesPayScale, Inc.
The landscape of compensation data has changed. HR teams and compensation specialists have more choice than ever in what sources they can use in their analysis, and candidates and employees alike are more informed of their value in the marketplace. For some, this has been a shift towards more positive conversations with employees, but it can be a scary prospect without the right data to back you up.
Join Michael Diaz, Compensation and Benefits Analyst at Sungevity, and PayScale’s Mykkah Herner as they discuss:
- Current market trends impacting compensation
- The growing data market and factors to consider when selecting sources
- How to integrate new data sources into your mix
- The business impact of quicker, more accurate matches
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.
Think you know all there is to know about HR? Think again! One of the exciting things about working in Human Resources is that the industry is constantly evolving and transforming. Factor in the era of big data, and it’s no wonder commonly held beliefs are getting disrupted on a daily basis. Staying on your game is more challenging than ever, so join us for this exciting webinar.
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.
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.
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.
Webinar - How to Communicate Compensation to EmployeesPayScale, Inc.
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.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
Webinar-Comp Foundations-Overpayment/UnderpaymentPayScale, Inc.
Just discovered that a large portion of your workforce is overpaid or underpaid? Not sure what to do?
Join us for a walkthrough on how to discover and manage over/underpayment.
This webinar covers:
- What to do with a new minimum wage
- Payment relative to market
- Employees who are paid out of range
- Communicating pay adjustments
- To freeze or not to freeze pay?
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Webinar-5 Steps to a Painless Increase Cycle with PayScale CrewPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report, indicates a strong correlation between modern pay practices and business success. Top-performing companies view pay as an ongoing practice, and not an annual event. Compensation is also a key part of their culture and communicate clearly about their pay practices. Do you want to know more about how top performing companies manage compensation?
Join PayScale as we discuss what top-performing companies do better than the rest. Register for this webinar and you’ll learn about:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Pay transparency is about fairness of pay, openly communicating about pay with employees, and helping them understand the importance of maintaining and improving their performance. Join PayScale and BambooHR as we look at the different stages of pay transparency and how you can implement them into your workplace to encourage productivity and improvement.
Key Learnings:
-What pay transparency in the workplace looks like
-The advantages and disadvantages of pay transparency
-How you can use pay transparency to encourage improvement and productivity
-What actions you can take today to make it part of your culture
In partnership with BambooHR
Employers are still severely out of touch with the needs and feelings of their employees. In a recent PayScale survey, our data revealed a vast chasm between employer and employee perceptions around almost every key engagement metric.
The 2016 Compensation Best Practices Report found that 73% of employers consider their employees fairly paid, yet only 36% of employees feel they are paid fairly.
As more states look into creating fair pay laws the notion of equal pay is beginning to expand beyond gender into other protected areas. So what is the link between equal pay and fair pay, and how can organizations best achieve fair pay?
Join PayScale as we discuss:
- What current protections exist for equal pay
- What is fair pay and why does it matter
- How do organizations really reward people fairly
Webinar-How to Do Comp Like Top-Performing CompaniesPayScale, Inc.
If you’re looking to make a positive impact to your company's success, you should implement modern pay practices. Findings from the 2017 PayScale Compensation Best Practices Report indicated a strong correlation between modern pay practices and business success.
Top-performing companies view pay as an ongoing practice and not an annual event. Compensation is also a key part of their culture and these companies communicate their pay practices clearly. Do you want to know more about how top-performing companies manage compensation?
Join PayScale’s Mykkah Herner and Camie Bailey to learn what top-performing companies are doing around pay:
-Developing a market strategy and keeping it current
-Extending and reinforcing your culture with compensation
-Having effective pay conversations
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
Now that you've got Comp basics down, and it's time to level up! Taking the foundational skills of 101 into consideration, 201 builds on the concepts of creating a structure by digging deeper into each necessary piece needed in order to understand how to build and maintain a compensation structure.
-Ranges & Grades – what are they and which is the best scenario for you? Geo differentials–best practices, managing grade schedules
-Midpoints & widths – what does this mean and what does it determine?
-Structure Scenario – using a common customer scenario, we will build a structure live on the call
-Job levels/Job familiars – how to make adjustments to alignment and slot jobs
Webinar-Going Beyond the California Fair Pay ActPayScale, Inc.
The gender pay gap has rapidly surfaced as a key concern for American companies. The California Fair Pay Act, which went into effect January 1st, is one of the most aggressive laws ever implemented that aims to narrow the gender pay gap.
Think it will only affect California? Think again. Just because your business is not in California, doesn’t mean you’re exempt from the impact of that law. That said, compliance is only the bare minimum of what you should aim to accomplish.
4 Steps to Building a Smart Compensation StructurePayScale, Inc.
Developing a solid compensation structure will help you set the appropriate pay ranges for your jobs. If pay ranges are too narrow, you won’t be able to reward high performers. Too broad, and the pay ranges provide very little support for your compensation philosophy.
To attract higher-quality job candidates and minimize “buyer’s remorse” by hires who regret their decision to come on board (based on what they thought they knew about the organization), consider upgrading your job descriptions.
It doesn’t have to be recruiting rocket science! For example, by now we hope you're retiring those unrealistic, SEO-useless titles like “Marketing Ninja” or “Social Media Guru." But that’s only a piece of your talent acquisition challenge.
Join Glassdoor and Recruiting Blogs for a live session on crafting uber compelling job descriptions. We’ll explore everything from the basics to include (e.g., how to apply) to mirroring your company’s distinct personality, style and tone to attract like-minded talent (and discourage the less qualified from applying).
Key Takeaways:
Optimizing job titles and job descriptions based on your target candidates (rather than one-size-fits-all messaging)
Micro-appealing to Millennials by emphasizing the job experience, training and growth potential over salary alone
Leveraging employer brand, reputation and culture to influence ideal-fit candidates
This year we have seen some big trends emerge in how companies manage compensation. Between pay equity, FLSA changes, and changing performance management trends, there’s been a lot going on. Join PayScale as we look back at this year’s biggest compensation-related trends.
In this webinar we’ll:
-Cover the major trends of 2016
-Explore the implications of those trends
-Peek forward to 2017
In this webinar, MarketPay’s CEO Mark Avery will share how leading companies are using compensation survey data to develop competitive salary ranges for different types of salary structures. We will cover wide-accepted approaches to developing competitive pay ranges for traditional grade structures, and review a new technology-enabled methodology for large, international clients with global grading systems. Learn how organizations like yours can better leverage compensation survey libraries to ensure the competitiveness of your pay programs.
For more information on MarketPay, visit: http://www.marketpay.com/
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
As millennials make up more than half of today’s workforce, leading organizations are starting to take a proactive approach to anticipate the compensation needs of tomorrow.
Join PayScale as we explore the best ways to compensate tomorrow’s workforce, now. In this webinar we’ll cover:
- Ways to examine and define your workforce
- Having a great comp strategy that inspires your employees
- Getting creative about mix of pay
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
HR is being looked as a key business function and no more a support function, responsible for delivering its contribution towards achieving business results. Presenting here my comprehensions of different facets of HR.
Its almost a prerequisite to ask "Why" we are doing " What" we are doing. This way we define 'value' to be delivered before we plan execution. So this value proposition starts with why followed by what & how. The last column gives expected business benefit out of what we do and how we do it.
Let me have your feedback to enhance it further.
Regards,
Prashant
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
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View with recording here: http://ow.ly/SFVnK
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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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PayScale: The Pay Transparency Challenge webinar
1. The Pay Transparency
Challenge
Deciding Where to Fall on the Salary
Transparency Spectrum
Mykkah Herner, MA, CCP
Director of Professional Services
Paige Hanley, CCP
Sr. Compensation Professional
6. Employees who perceive a ‘fair and
transparent pay practice’ have lower intent
to leave and higher satisfaction
PERCENT OF
RESPONSES
LOW AVERAGE HIGH
50% 31% 19%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
1 2 3 4&5
% Responses with Intent to Leave % Responses with High Satsifaction
www.payscale.com
14. • Defining the competition
• Aiming to meet or exceed the competitions
• Deciding what matters
• Acknowledging various segments
Pay Strategy
www.payscale.com
15. • We have a plan
• Jobs have grade assignments
• Range minimums / Range maximums
• Increase process / cycle
• Budget process / cycle
Pay Practices
www.payscale.com
21. 2. Manager & Employee Talk
About Pay
• Philosophy shared with managers
• High level strategy shared with managers
• “We have a plan” shared with managers
• Manager & Employee discuss EE pay
22. 3. Company Pay Philosophy
• Philosophy shared with employees
• Strategy shared with managers
• “We have a plan” shared with Ees; ranges
shared with Ees & Mgrs
• We do a market study
• Manager & Employee discuss EE pay
23. 4. Market Study and Comp
Processes known
• Philosophy explained to employees
• High level strategy shared with Ees; full strategy shared with
mgrs
• Mgrs know all ranges to their level; EEs know ranges in their
path and how to advance
• Market study provider known; EE to mkt results known by EE
• Manager & Employee discuss EE pay
24. 5. Managers Trained to Talk Pay
• Philosophy explained to employees
• High level strategy shared with Ees; full strategy shared
with mgrs
• Mgrs know all ranges to their level; EEs know ranges in
their path and how to advance
• Co-wide results known; EE to mkt results known by EE
• Manager & Employee discuss EE pay well
25. 6. Published Ranges & Grades
• Philosophy explained to employees
• Full strategy shared with EEs
• All ranges shared with Ees; budget & increase
process / cycle known
• Dept-wide results known
• Manager & Employee discuss EE pay well
26. 7. Everybody Knows Your Salary
• Philosophy explained to employees
• Full strategy shared with EEs
• All ranges shared with Ees; budget & increase
process / cycle known
• EE to market results shared
• EVERYBODY KNOWS EVERYBODY’S PAY
28. • Explain what transparency is (and isn’t)
• Link transparency with results that
matter
Gain executive support
www.payscale.com
29. • Provide information about the
business, rationale for increasing
communication, and tools for success
• Expect more to get more
• No really, train them on
communication
Train managers
www.payscale.com
30. • What’s the make-up of your workforce?
• Are they ready for more transparency?
• Do they want it?
Assess Workforce
www.payscale.com
31. D ecider
A ccountable
R esponsible
C onsulted
I nformed
Get clear about roles
www.payscale.com
32. Develop a plan
www.payscale.com
Employees know
× Their pay
× The starting
rate for their
job
× Their range cap
Employees know
Their pay
Grade & range
Comp Philosophy & basis for increases
Average increase across the org / dept /
level
Third Party Study
Requires:
• Executive support and buy-in for comp plan
• Increased manager savvy
34. Immediate Actions
Assess your workforce
Educate yourself further about transparency
Notice what you already do in your org
Think about what “pushing the envelope”
means to you
Begin talking with your executives
www.payscale.com
35. 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
Mykkah Herner, MA, CCP
Director of Professional Services
Paige Hanley, CCP
Sr. Compensation Professional
www.payscale.com
Editor's Notes
Hedge
Manage polls
Type all the stuffs in
“create”
Then it’ll be there when you want it…
Launch
Show/Share
Hide
Quiz for the end:
What are your biggest challenges in developing a pay structure?
We lack a compensation philosophy or strategy
We lack market data for our jobs
I’m still unclear about the purpose of a structure
I need help building a pay structure
Something else
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.
Why does pay transparency matter - Mykkah
Defining pay transparency - Paige
The Transparency Spectrum - Mykkah
Moving to greater transparency - Paige
Immediate Actions - Mykkah
Do you need transparency to get everyone in the same boat, paddling in the same direction?
What’s the right level of transparency for your organization/?
Transparency is a means to an end –
We do transparency to build trust
- building trust increases both engagement and through that productivity/performance
- performance drives business results and outcomes
Transparency is a means to an end –
We do transparency to build trust
- building trust increases both engagement and through that productivity/performance
- performance drives business results and outcomes
Consider workforce make-up including:
Generation
Life stage
etc
Source: http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/
Millennials prefer transparency of pay practice
A nod to Gen Z – we already know they like more privacy (Move from things like facebook to things like snapchat or Instagram) than millennials – it’s the pendulum swinging back towards the center. But – your WF is likely NOT mainly Gen Z, and won’t be for some years.
New laws on the books making it illegal to take action against employees who talk about their pay.
Paige
So now that we know why transparency matters, let’s dig a little deeper into what we actually mean when we say transparent.
It’s easy to think that transparency means every one knows everyone’s pay but really there are a variety of compensation related items that you can choose to be transparent about with your workforce such as your:
Pay Philosophy
Pay Strategy
Pay Practices
Market Studies
Pay Rates
Within each of these areas there multiple levels of transparency as well so let’s look at them in a little more detail.
Pay Philosophy should ripple out through the organization.
Intention (not goal) – how are you going to put the branch in the water to create the ripples?
Actions fulfill intentions – put your money where your mouth is
We intend to meet the market
We aim to provide fair pay
We reward performance (vs tenure, or something else)
Your Pay Strategy is composed of a number of different things that you can choose to share:
Who are you competing with for talent?
If your philosophy is “we intend to meet the market”
How is our market defined? We compete with SF tech companies? We compete with large SF tech companies?
Are you rewarding performance, tenure, special skills or certifications? Is that something you would share with your workforce?
I’ve worked with a number of clients who may be on the small side themselves but when it comes to pay they’re choosing to target larger markets. I always think that’s such a great message to share. If you’re doing something great like that why not tell your employees? “Hey we know we’re a 100 person company right now but we’re choosing to pay you as if we were a 1,000 person company.” What a great message!
Plan in place
Grade Assignments
Range minimums
Range maximums
Policies for advancement or movement through range
Increase process / cycle
Budget process / cycle
- We did a study?
- Who did we do the study with?
- Summary results
- detailed results
- results of the market study for your job
- results of the market study for you
Ee knows pay
Manager knows ee pay
Ee knows where their pay compares to team/dept/org
Everyone knows everyone’s pay
Managers may not / don’t know EE pay.
“Extreme transparency”
Transparency of pay rates – the Buffer example
- lots of noise
- think about a cupboard with no doors – have to be extremely tidy
Paige
So you decide you want to be more transparent or maybe just dip your toe in the water and see what one step towards being more transparent would look like. How do you do that?
First thing you’ll want to do is gain your exec’s support. Like any time you’re communicating with your exec team, you’ll want to give them a short and concise explanation of what transparency is, why it matters, and then most importantly link it to some sort of results or business goals that matter to them.
If you explain how higher transparency is linked to a lower intent to leave but they feel retention isn’t an issue at your workplace, then they may not be interested in what you have to say. If however they are concerned about employee engagement, use that to explain how moving towards transparency can help them succeed.
Once you have support from your exec team, you’ll want to train your managers. It’s hard as a manager to buy-into something if you don’t understand the rationale behind it. The more you do understand, the easier it is to get behind it and really become a champion for that cause.
We work with so many people who say “oh our managers can’t do that or won’t be able to handle that”. Don’t sell them short, expect more of them and then give them the resources.
Part of those resources are the traiing. We think of communication that is automatic or a given but there are parts of communication that are so automatic that we don’t even realize we’re doing them and they can be detrimental. Good communication is a skill just like anything else you. You can train on it and get better at it with practice and help.
Who do you have in your workforce, do they even want transparency? What kind of transparency do they want? Maybe you don’t have that many milenials yet. Maybe you have some more traditional functions who are happy to just be head down and working. Or maybe on the other hand you’ll have people who will be distracted by not knowing and it will be productive to share more. You’ll only know by knowing who’s in your organization.
Knowing the roles in your org will help you understand how transparent you are now and how transparent you want to be. For any project, task, or major initiative you’ll want to know who fits into each of these:
D – who ultimately gets to say yes or no
A – who is actually accountable for making the thing happen once it’s decided on
R – who is responsible for the work
C – who provides input along the way
I – who are we letting know and when
Once you’ve decided where you are and where you want to go, develop a plan to figure out how to get you there.
For example (read through slide)
think about a cupboard with no doors – have to be extremely tidy
In a working kitchen, things aren’t always pretty, but they’re always functional
Is your company ready for that? We’ll talk about getting you more transparent, if not there yet.
Sometimes doors (or at least curtains) serve a purpose
Okay we’re going to open up a poll now on what your biggest challenges are when developing a pay structure. Please vote and then we’ll post the results in just a couple of minutes.
Mute ourselves – post poll – share results
Answer questions.