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.
Discover answers to frequently asked questions from our human resources and compensation experts.
1 - 10 of 37 items [Currently showing All Items in CompDoctor]
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.
Learn more about pay for performance systems and the design of a pay plan.
This article provides an opportunity to discuss recent developments in the rapidly changing public sector employment arena.