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Archive for the ‘Talent Resources’ Category

Benefit Delivery Models – Outsource, Insource or Somewhere In Between

May 15, 2012  |   Employee Benefits,Human Resources,Talent Resources,Uncategorized   |     |   Comments Off on Benefit Delivery Models – Outsource, Insource or Somewhere In Between

Companies today face many challenges with respect to delivering valuable employee benefits. In an environment of intense economic pressures, increasing regulatory complexity, rising benefit costs, evolving employee expectations and leaner Human Resource staffs, companies may find it beneficial to examine their benefit delivery model. To determine whether to outsource, to maintain everything in-house or to have some combination of the two requires a thorough analysis of an employer’s objectives and options. Read on for information ...

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Collaborative Approach to Incentive Sales Compensation Design

April 18, 2012  |   Compensation,Performance Management,Talent Resources,Uncategorized   |     |   Comments Off on Collaborative Approach to Incentive Sales Compensation Design

We recently completed a sales compensation design project for a company that transitioned their sales employees from a corporate profit sharing incentive to a true sales incentive plan based on individual sales performance. The key to the success of the project was including both sales management and sales employees in the design process. Collaborating with the sales force not only provided valuable input to determining the most effective design of the plan, but also helped ...

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Merit Pay – Was it Worth it?

October 12, 2011  |   Compensation,Talent Resources,Uncategorized   |     |   Comments Off on Merit Pay – Was it Worth it?

This presentation will provide insights into the merit pay model. While it is a long-standing pay practice there are competing pressures that challenge its relevance. Our economy's inflation has remained low and the current economy has caused many firms to forego awarding merit pay. This has maintained downward pressure on annual salary increases. Does a traditional merit pool of less than 3% still have continued relevance to reward employees and to attract talent? As compensation professionals, we ...

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New Thinking about Pay Structures

The right pay structure needs to be flexible and scalable to fit an organization’s strategic needs and requirements from both a business and HR perspective. The old structures like job evaluation points traditional grades, step structures, and broad banding may not make sense for today’s business and HR needs. This presentation explores job families and how they may be more appropriate given today’s business environment. You’ll be able to find out how a job family structure ...

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Why a Job Family Approach?

As HR and compensation professionals, we know there are several approaches for handling organizational hierarchy and pay guidelines, from point-factor systems to market pricing to job family or career path systems. All of these systems use market data to develop salary grades or bands. The business case for job families is that this type of structure is more reflective of today’s needs. The reasons are as follows: Job families avoid the problems with traditional compensation structures ...

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Compensation Guidelines in a Recessionary Environment

June 23, 2009  |   Compensation,Talent Resources,Uncategorized   |     |   Comments Off on Compensation Guidelines in a Recessionary Environment

In today’s economic environment, reductions in staff (layoffs) are a primary step in satisfying operating budget constraints in many companies. This article addresses the current economic realities and provides alternative compensation guidelines to minimize these reductions, capture market share and exceed companies’ profit goals by facilitating retention. It also covers the selective recruiting of desirable talent to achieve these objectives and lay the groundwork for business growth and continued success when the economy recovers. The compensation guidelines ...

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