Recently, two high profile data breach cases – derivative lawsuits filed against Home Depot and Target by shareholders – were dismissed in United States federal courts. So if these cases have been dismissed, aren’t directors safe from derivative actions arising out of data breaches? Not so fast.
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Larger organizations (over 10,000 employees) face a daunting challenge when looking to restructure their job classification system. This article offers insights on the pros and cons of two approaches using to position description questionnaires.
When organizations revise their compensation system, it’s imperative to accurately define the labor market. This article shares key characteristics organizations should consider as a starting point when defining their labor market.
Most organizations struggle with the conflicts between internal equity and market pricing. In this article, Jim Fox and Bruce Lawson discuss the pros and cons of both approaches, as well as variable factors that should be taken into consideration.
For organizations that want to attract, motivate and retain good employees, designing a strategic approach to pay is a critical component. Using a simple statement to communicate your pay strategy clearly is an important step to establish ground rules.
This article shares important tips and outlines the process organizations should take when considering the transition to a pay for performance model: including pay design in the performance evaluation system.
When conducting a total compensation study, one of the major issues to resolve is which labor market to use. This article helps to define criteria to assess whether organizations are comparable.
Most organizations struggle with the tough issue of pay compression. Although no one resolves the issue permanently, this article covers different salary management practices that can help to reduce the negative effects of pay compression.
When determining the pay grade of a job, organizations commonly struggle with the balance of internal equity and external parity. This article shares ideas including compromising to achieve an internally equitable and market competitive pay structure.
In this CompDoctor article, Jim Fox and Bruce Lawson answer the following question about defining minimum qualifications in job descriptions: As requested by HR, I recently filled out a position questionnaire for my job that asked me to state my thoughts regarding the necessary qualifications to do my job. Although I indicated that a college degree (which I worked hard to obtain myself) is necessary, the updated job description that was eventually posted indicated that only a high school diploma is the minimum qualification. Why is the job description for my job dumbed down in terms of required education.