This article, on the Fortune website, argues that other factors beside pay and benefits are important, when trying to build a talented and stable workforce.
I am recruiting for a Comp & Benefits Manager in Norwalk CT. The position requires evaluating, developing and securing the most competitive benefits and compensation programs possible within the parameters of the company’s resources. The ideal candidate will have a through understanding of the benefits and compensation market and knowledge and understanding of HRIS systems and reporting. If you know of anyone may be interested please contact me to discuss. Thank you.
This short Fortune article advances the opinion that under Dodd-Frank, reporting requirements will change for the better. This will impact both market positioning and how organizations will structure future executive compensation packages.
This short article gives a very brief but succinct review of current trends in healthcare pay according to the Integrated Healthcare Strategies’ 2013 Spring Compensation Survey. Ranges from size of salary budgets to the extent of incentive practices at 177 healthcare organizations. Reflective of general trends, in that, salary budgets remain low (below 3%), with incentive and lump-sum pay practices being the predominant pay-for-performance tool.
Although the size of salary increase funds remains below 3%, many organizations still strive to support a pay-for-performance culture. According to the 2013 WorldatWork survey on salary and incentive practices many organizations have significantly increased their use of other pay mechanisms beside the merit increase. The include multi-purpose bonuses (above & beyond, recognition, sign-on, project completion, etc.), incentives, and increased use of adjustments other then merit. Organizations are still cautious about adding cost to their operations until they see a marked improvement in the economy and their markets. Please click on the link to see the full article.