We want to separate two processes: performance management with a focus on developing people, and merit raises based on an employee’s contributions to our business success. How do I proceed? And what are the benefits of doing so?
—New and Improved, nonprofit, Grand Rapids, Michigan
In a world where smart people can make “stupid money,” the character Charlize Theron plays in her latest drama wants only one thing: payback.Read More
Prizes, travel, plaques and public commendations are just a few examples of incentives that may qualify as employee achievement awards.Read More
As your company soars to new heights thanks to the creativity and ingenuity of your team members, the organization should let the workers come along for the ride.Read More
For the third straight year, employers do not expect to fully fund their annual employee bonus pools, according to a new survey.Read More
Learn about key HR areas that ALL entrepreneur's will eventually face.Read More
For 2012, salaried workers in North America will get a year-end bonus if GM hits an internal customer-retention goal. But it is inside GM's 650-person field sales division that the customer-centric pay structure probably reflects the most striking departure from GM's past.Read More
Even with the best-designed programs, companies face challenges in making incentive and merit-pay programs effective in today's economy.
The practices can be time-consuming and arduous to implement, but the time taken to focus on talent management has paid off in ConnectiCare's overall success, an executive says.
For many workers, perks are now no longer enough. Recently, 'it has been all about the base wage or salary,' a Buck Consultants principal says.