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Blog: The Practical Employer 12 is the Magic Number: 12 Thoughts for Your Workplace December 12, 2012
Latest News Michigan Governor Signs Right-to-Work Bills Into Law December 12, 2012
Latest News Workers' Spending on Health Premiums Surges 74 Percent in 8 Years December 12, 2012
Latest News Clients Kind of Blue Over IBM's 401(k) Surprise December 11, 2012
Featured Article Michigan Lawmakers Pass Controversial Right-to-Work Legislation; Gov. Snyder Expected to Sign December 11, 2012
Blog: Work in Progress Fifty Shades of a Holiday Bonus December 11, 2012
Blog: The Practical Employer What Are Right-To-Work Laws, and Should you Care? December 11, 2012
Featured Article White Men Can’t Jump to Conclusions on Minority Issues December 10, 2012
Featured Article What’s Wrong With Your Diversity Training? December 10, 2012
Latest News Arbitrator Reinstates Chrysler Workers Fired for Drinking During Breaks December 10, 2012
Featured Article It’s Mobile HR Software, but It’s Not an App December 10, 2012
Featured Article Five Mobile Apps for Recruiters December 10, 2012
Latest News HHS Gives Tentative Approval to Six State Health Insurance Exchanges December 10, 2012
Featured Article Mobile HR Apps Picking Up Steam December 10, 2012
Latest News Beyond.com Buys Job Board, Career Fair Operator December 10, 2012

Tools & Best Practices

  • April 2, 2012
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Today's Relocation Trends: More Options, More Flexibility
It's no shock that the global recession has impacted corporate relocation policies. Yet you may be surprised to learn that results have been largely positive. As an executive for a leading relocation provider, Casey Ellis explains how the introduction of new service offerings is spelling good news for organizations and employees alike.
Download the Leading the Way in Relocation Management today! It's FREE; all you have to do is register.

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Daily Q&A

Connecting Rewards to Performance

I am currently trying to revamp our organization's performance management process to a more formal one that is aligned with company strategy and goals. I am basically starting from scratch with job descriptions, new evaluations and performance measures. My question is, how do I get the executives to see the importance of the connection between rewards and performance? Currently, they do not want to commit to traditional merit increases that would be tied to the performance review, but would rather provide a cost-of-living increase and then provide a bonus at the end of the year. The issue is that when they did this last year, people were very disgruntled with the fact that they didn’t get raises and I was frustrated because the reward that was received wasn’t tied to any performance measurement—it was truly discretionary.

——I Hate Discretion, director of human resources, construction, Rockville, Maryland

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