This post is dedicated to my friend Aroop, who is a big fan from my previous Formula One post. I hope you enjoy this one too ! On Sunday the Abu Dhabi Grand Prix took place. The race was eventful, and like last year, some of its aspects made me think of HR and…
Should we penalize employees for not taking action ?
November 4, 2012 by 3 Comments
Michael Haberman is a US-based consultant in HR and he writes one of the best general HR blogs around at Omega HR Solutions. My regular readers will know that I regularly feature him in my “Share the Knowledge” column, where I highlight the best reads I’ve found in HR, compensation, benefits, performance management, mobility, governance…
Updating salary ranges… or not ?
November 1, 2012 by 1 Comment
When the time of salary review approaches, most Compensation managers will start preparing by reviewing the salary ranges in their organisation. Using data from compensation providers, we look at the midpoint, minimum and maximum of our salary ranges. Do they still reflect the market ? The first consideration should be “how do we define market”…
Using averages : what real estate prices can teach Compensation pros
October 28, 2012 by Leave a Comment
A conversation with my family prompted today’s post. We were talking about average square meter prices of real estate in Limoges in the heart of France. So my mother goes : “The average price per square meter is 1,000 euros in Limoges. So we can calculate for your grandfather how much the house is worth”.…
Broad banding or narrow banding ? – part II
October 25, 2012 by Leave a Comment
Yesterday I covered broad banding for one of my readers. He wanted some feedback on whether to decide for narrow or broad banding when redesigning their pay structures. As you have read, unless in some specific situations, I am not a big fan of pure broad banding. But that does not necessarily mean that I…
Broad banding or narrow banding
October 23, 2012 by 3 Comments
A new reader asks : “One of our major priorities for HR this year is to review current pay and compare it with market pay levels. To do this, we need to analyze and come out with recommendations. Part of the challenge is whether to recommend narrow banding so our people feel their careers progressing…
