Defining and refining your organization’s compensation management program is critical for boosting employee motivation and retention. However, properly rewarding top producers and allocating pay adjustments across an organization can be a complex, laborious and error-prone task.

This CFO.com article provides a perfect example of the mistakes that can be made when it comes to compensation practices.

To avoid these compensation pitfalls, pay for performance policies and processes must be transparent and consistently executed.

Here are [...]

According to the study from Aon Hewitt, 92% of companies surveyed are offering some kind of incentive program to employees. However, in September CFO.com reported that many of these organizations aren’t implementing incentive programs company-wide. It would seem the prevalence is to offer them to select departments or business units.

The argument that incentive programs should be managed as part of a corporate level strategy is a compelling one. You want to create [...]

For HR professionals in the manufacturing sector, connecting talent management with Lean Systems can be a challenge, but it doesn’t have to be that way. 

Lean manufacturing represents a profound, systematic approach to improving performance by eliminating waste and inefficiencies in all its forms. 

The potential of Lean for financial results is clear. However, succeeding in Lean initiatives ultimately depends on [...]

This is our last post in a 5-part series on getting managers on board with talent management. If you didn’t see the first 4 articles covering feedback, appraisals, goal alignment and developing bench strength, here’s your chance to get caught up.

This post is about making compensation decisions.

Do you feel confident that managers are making informed and equitable decisions about pay? Is it a struggle to get them to [...]

A recent survey from Kelly Services found that more than half of all Americans surveyed believe they would be more productive if they had greater interest in the companies that employ them, through benefits such as profit sharing. In previous posts, we’ve established the many benefits pay for performance programs provide when they are done well, but this survey helps to clarify who pay for performance matters to and why.