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Compensation Design and Communication

Need a Change Jump on the Banding Wagon

January 1, 1994
Not just the latest buzzword or a trendy compensation strategy, banding can speed up a company's reaction time, encourage employees' sense of teamwork and allow experimentation in pay. Yet it is not right for all companies, nor is it a quick-fix solution.
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AAL Uses Varied Approach To Compensate Teams

June 1, 1993
AAL revamps their compensation program to include four main elements which will challenge employees to see the whole job, rather then just the piece they performed individually, and to increase additional employee learning to help teams find ways to boost overall performance.
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Managers Make Pay Decisions Through Job Families Structure

June 1, 1993
By grouping major skills and competencies into a broad family structure, Aetna Life is able to define work by the actual functions performed. Then by looking at the market prices that work, that information is given to the managers so that they can make pay decisions based on an individual's performance.
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Skill-based Pay Program Improves Customer Service

June 1, 1993
To encourage field technicians at Northern Telecom to keep their skill levels current and to adequately compensate them for increasing skill levels, Northern Telecom created Fast Forward , a true pay-for-skills program. The only way to receive an increase in base pay is through the attainment of new skills.
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Master the Compensation Maze

June 1, 1993
In an age where quality of products and services depends on how well individuals perform, narrowly defined job descriptions and pay scales no longer are working. That's why HR professionals are making tremendous changes in the way they evaluate and compensate employees.
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