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HR Now

HR Now | HR Information | Scoop.it
There are between 70 and 120 discrete silos of HR software. They are the component subsets of the ten or twelve major areas of expertise. Each is available as a
Bob Corlett's insight:

The future is already here, it's just not evenly distributed. 

 

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BEFORE YOU FIRE: 20 questions every employer should ask | Employment & Labor Insider

BEFORE YOU FIRE: 20 questions every employer should ask | Employment & Labor Insider | HR Information | Scoop.it
So you think you're ready to terminate an employee. Are you really? "Uh-oh." Here are 20 questions that every employer should ask itself before going ahead
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How to Really Motivate Salespeople

How to Really Motivate Salespeople | HR Information | Scoop.it
New research challenges conventional wisdom about the best ways to pay your team.
Bob Corlett's insight:

New "big data" real world research is yielding interesting insights, such as this: "Whereas the high performers could be effectively incentivized by a yearly quota and bonus, more-frequent goals helped keep lower performers on track. Some people compare the way people compensate a sales force to the way teachers motivate students: Top students will do fine in a course in which the entire grade is determined by a final exam, but lower-performing students need frequent quizzes and tests during the semester to motivate them to keep up. Our study showed that the same general rule applies to sales compensation."

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IRS reminder: Your contractors have to pass this test, too

IRS reminder: Your contractors have to pass this test, too | HR Information | Scoop.it

Earlier this summer, the DOL issued a statement that most thought laid to rest any argument as to which independent contractor classification test employers should follow. But the IRS has their own ideas.


Bottom line: Anyone scrutinizing your classifications is likely going to go into the process assuming the person is an employee, and your classification determinations will have to convince them otherwise. In other words: You’re already behind the eight ball before an audit or investigation begins.

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Analyze This: Comp and Circumstances

Analyze This: Comp and Circumstances | HR Information | Scoop.it
New titles and emerging roles complicate the once-button-down job of defining and setting compensation.
Bob Corlett's insight:

A thoughtful article about how rapidly emerging new positions will challenge the compensation setting process

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Reinventing Performance Management

Reinventing Performance Management | HR Information | Scoop.it
How one company is rethinking peer feedback and the annual review, and trying to design a system to fuel improvement
Bob Corlett's insight:

Marcus Buckingham writes about how Deloitte is rethinking the performance evaluation process to ask different questions and drive different behavior. It's a very interesting, very large scale experiment worth watching. 

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OFCCP changes are going to affect government contractors and recruiting Part 1

OFCCP changes are going to affect government contractors and recruiting Part 1 | HR Information | Scoop.it
Bob Corlett's insight:

This is a very insightful analysis of the OFCCP regulation changes effective March 24, 2014

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Compensation Cafe: The Break-Up: When Staffing and Compensation Practices Split

Compensation Cafe: The Break-Up: When Staffing and Compensation Practices Split | HR Information | Scoop.it

What can you do when your compensation survey data is wrong? When you create ranges at market median pay levels, but you are bleeding talent as competing offers for prospective and current employees come in well above your range maximums?


The problem often lies with your choice and use of data, and the fact that staffing and compensation practitioners no longer have a common understanding of what constitutes your talent pool....

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Compensation Force: 2013 Turnover Rates by Industry

Compensation Force: 2013 Turnover Rates by Industry | HR Information | Scoop.it
Once again and continuing a long tradition here at the Force, I am happy to share the latest turnover rates by industry, provided to us by CompData Surveys. The information in the following charts - both voluntary and total turnover...
Bob Corlett's insight:

Hmm, that graph looks like a smiley face, is that employees smiling on the way out the door?

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Compensation Cafe: What Incentives Can and Cannot Do

Compensation Cafe: What Incentives Can and Cannot Do | HR Information | Scoop.it
Incentive compensation. Powerful stuff when used well and - unfortunately - potentially even more powerful when misused and misdirected. How do you know when an incentive plan is a good idea and when it is not?
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Why Policies Don’t Work | HR Examiner

Why Policies Don’t Work | HR Examiner | HR Information | Scoop.it
There are two main reasons to have employment policies: to educate and to manage risk. The trouble is that policies don’t do either.
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Havoc in the Workplace: Coping with ‘Hurricane’ Employees - Knowledge@Wharton

Havoc in the Workplace: Coping with ‘Hurricane’ Employees - Knowledge@Wharton | HR Information | Scoop.it
Highly disruptive employees wreak havoc on teams, leaders and the workplace in general. Can you see them coming, and how can you get out of their way?
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Are You Ready to Explain Your Compensation Strategy (Coherently?)

Are You Ready to Explain Your Compensation Strategy (Coherently?) | HR Information | Scoop.it

Transparency is vital when discussing how you will compensate and reward top performers. But research shows that the majority of managers do not understand their own organization’s compensation philosophy. (And it’s pretty darn hard to transparently explain something you don’t understand yourself.) This was not a big problem until recently, because managers generally had access to better compensation information than job seekers, so they could wing it.


Those days will soon be over. Credible salary data was once the exclusive province of employers, who paid dearly for it. Now it is available to job seekers at a very reasonable cost.

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A case study in transforming company culture - The Business Journals

A case study in transforming company culture - The Business Journals | HR Information | Scoop.it
In offering more schedule flexibility, iHire also offers a courageous example of how an organization can methodically build a culture of innovation.
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Labor Market Update Fall 2015

Labor Market Update Fall 2015 | HR Information | Scoop.it

Fall always brings new research with findings on labor market pay trends and salary budget planning for 2015-2016. Across various studies, the most consistent findings are:

  • Pay increase budgets remain unchanged from a year ago at an average of 3%
  • High performers continue to receive larger merit increases than the average merit increase, and organizations continue to differentiate merit increases based on performance.

WorldatWork and Mercer’s salary budget estimations for 2016 are slightly higher than a recent forecast by Economic Research Institute, which projected that U.S. companies’ salary increase budgets for 2016 will grow by 2.7%, down from the 2.9% increase ERI reported for 2015.
 
We believe that many employees expect the improving U.S. job market and lower rates of unemployment to result in raising wages. But for now, there is little pressure in the labor market to increase pay increase budgets or average merit increases.

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Employee Engagement Depends on What Happens Outside of the Office

Employee Engagement Depends on What Happens Outside of the Office | HR Information | Scoop.it

"When we only try to understand and affect what happens at work, we ignore the most basic tenet of person-organization fit: employees bring their whole selves to work. What happens after the workday may be just as important as what happens during it."

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Why GE had to kill its annual performance reviews after more than three decades

Why GE had to kill its annual performance reviews after more than three decades | HR Information | Scoop.it
"The world isn’t really on an annual cycle anymore for anything."
Bob Corlett's insight:

The move by more and larger companies away from annual reviews and ratings is well past due, say management theorists. Years of research, from both business school professors and neuroscientists, has found that the practice is ineffective at boosting performance, actively alienates employees, is based on a flawed understanding of human motivation, and is often arbitrary and biased. People simply don’t fit neatly (pdf) on a bell curve. It ends up being an exercise in paperwork and bureaucracy instead of an agent of change.

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How to run a team of people who never see each other

How to run a team of people who never see each other | HR Information | Scoop.it

"Telecommuting in the United States increased by as much as 79% (paywall) between 2005 and 2012. 


Elance-oDesk’s engineering lead, Stephane Kasriel, recently released an extensive guide to building distributed teams that combine on-site staff with a larger group of remote workers and freelancers. His team has about 50 people in the Bay Area, and some 200 that are remote. As he puts it, "...the only way to find the best possible employees is to be open to hiring remote workers. “Founders say ‘we only hire the best,’ and only look at a 10-mile radius, and only in their network and on Linkedin ... The chances of getting the best are very small.”

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Don’t Monitor Employees on Social Media | HR Examiner

Don’t Monitor Employees on Social Media | HR Examiner | HR Information | Scoop.it
Lose the disclaimers, drivel and drama. Social media monitoring doesn't protect your company like you think.
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Before You Give a Counter-offer, Look at the Research

Before You Give a Counter-offer, Look at the Research | HR Information | Scoop.it

There are different policies in every company about employee resignations. Some companies refuse to try to keep the employee no matter how valuable they are to the company. Other companies are willing to counter offer to try to lure the employee back ... 


It's not unusual for an employee who's taken a counteroffer to turn around and leave within the next six months anyway, even when you've met all of their demands... But wouldn't it be better if you could use predictors to know beforehand whether or not the counteroffer was a good move?

Bob Corlett's insight:

When you look at the research about employee turnover, you can make a compelling case for when not to make a counter-offer. 

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How Adobe Got Rid of Traditional Performance Reviews

How Adobe Got Rid of Traditional Performance Reviews | HR Information | Scoop.it

This is an excerpt from Scaling Up Excellence.  


Adobe killed one of the most sacred of corporate cows: traditional yearly performance reviews. In 2012, they moved from yearly performance rankings to frequent “check-ins” where managers provide employees targeted coaching and advice. There is no prescribed format or frequency for these conversations, and managers don’t complete any forms or use any technologies to guide or document what happens during such conversations. They are simply expected to have regular check-ins to convey what is expected of employees, give and get feedback, and help employees with their growth and development plans. The aim is to give people information when they need it rather than months after teachable moments have passed. 

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True Faith HR: My list of 444....

This is the social media reading list assigned to a college level HR class.


As the author noted, "Most HR textbooks are not up-to-date on what HR professionals have been discussing over the past couple of years... 

The students have already had at least one HR class, and the list is far from comprehensive, but I hope it gives them an idea of where HR has been, and where HR is going in 2014."

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Heather Bussing of HR Examiner: Your employee handbook isn't really cutting your legal risk - The Business Journals

Heather Bussing of HR Examiner: Your employee handbook isn't really cutting your legal risk - The Business Journals | HR Information | Scoop.it

Most employers think that a stack of policies, codified into an employee handbook, will reduce their legal risk and make the messy business of managing people easier. But what if the reverse was true? What if the whole drive to make rules was just a counterproductive game of “Policy Whack-a-Mole” that only applied to a tiny fraction of your worst employees?

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Why Aren’t We Asking These Questions - Human Capital Institute

Why Aren’t We Asking These Questions - Human Capital Institute | HR Information | Scoop.it

The workplace is changing rapidly, right in front of us. Driven by Moore’s Law, the relationship between our people and their technology is reshaping the way that work gets done, the way we interact with the HR Tech System, how we communicate with each other and the rate at which our companies adapt or die. ... Here are some of the questions we think every HR Department should be asking.
 

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Compensation Cafe: Lead/Lag Is Not A Competitive Strategy

Compensation Cafe: Lead/Lag Is Not A Competitive Strategy | HR Information | Scoop.it

Instead of debating whether to lead, lead/lag or lag, we ought to be examing and answering questions like:

  • Should the competitive pay target (e.g., "market median") on which your salary structure(s) is/are built be the same for all employee groups or should you be pursuing a more aggressive market position (e.g., "75th percentile" or higher) for groups whose skills are considered more critical to the success of the business? 
  • Do you have a sufficient grasp of the labor pool for your most critical talent and how it may differ from that for other employees?
  • If your organization is in an aggressive growth or expansion mode, are you or will you be facing the need to obtain talent in a manner out of step with today's labor market ?
Bob Corlett's insight:

Brilliant post. Your compensation strategy needs to fit your business strategy, and far too many people are still using compensation strategies designed for the 1970's..

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