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Sept. 2008
 Front Page
Salary Budget Increases: Why the Slumping Economy Isn’t a Factor …Yet
Alison Avalos, CCP, CBP, GRP and Kathryn Cohen, CCP, CBP, GRP, WLCP
Fuel and energy prices have hit an all-time high. Inflation is at its highest point in the last two decades. What does this mean for salary budget increases? Findings from the 2008-09 Salary Budget Survey show that despite the uncertain economy, U.S. and Canadian employers are still planning to award increases in keeping with those of the last few years. But in addition, employers are interested in looking at the total employee value proposition and are focusing in on other total rewards offerings as well.
Features
Stop Spinning Your Wheels: Increase Employee Engagement at Your Company
By Wendy Fencl and Mary Ann Masarech
Does your organization have too many hamsters? This article defines the various levels of engagement — from Engaged Employee to Hamster (think of the hamster spinning his wheel) to Disengaged Employee. Using recent survey results, it shows what a picture of engagement looks like and how your company can ensure more engaged employees than Hamsters.
U.K. Total Rewards: Examining Public and Private-Sector Challenges
By Charles Cotton
Public- and private-sector service firms in the United Kingdom face similar challenges regarding their total rewards program budgets. On one hand, they face the pressures of reducing costs, while on
the other, they face talent and inflationary pressures to increase spending. This article examines how these companies are responding to the challenges, and explores the associated implications.
A Practical Approach to Attracting and Retaining Top Talent
By Anjani Panchal and Mark J. Masson
An author once described talent management as “a simple matter of anticipating the need for human capital and then setting out a plan to meet it.” This may be easier said than done, especially in today’s uncertain economy. This article offers practical tips for effectively utilizing financial and non-financial rewards to attract and retain talent.
The Seven Rules of Sales Compensation Simplicity
By David J. Cichelli
While sales plan designers have good intentions, pay programs are often overburdened and overwrought. But sales personnel shouldn’t have to suffer with such confusing, complex and
complicated incentive designs. This article shows how to make sales incentive plans less ambiguous and more effective by outlining the seven rules of sales compensation simplicity.
Bullet-Proof Your Compensation Program
By Aria Glasgow
In today’s down economy, compensation programs may be more at risk than ever. But with some common sense and a proactive approach featuring communication, competitive positioning and some line of sight, compensation professionals can ensure that their programs don’t leave companies vulnerable to a loss of talent. This article will help make sure your company’s compensation program is bullet proof.
What in the World Is Happening with Long-Term Incentives?
By Peter Acker and John Cummings
In response to the changing business environment, many U.S. multinationals with a significant number of long-term incentive plan participants located outside of the country are implementing differentiated global long-term incentive (LTI) grant policies. This article discusses the move away from a one-size-fits-all approach and provides criteria for developing differentiated global guidelines.
Using Competencies to Drive Talent Management
By Douglas W. Crisman
Companies that adopt talent management retain valuable employees, drive efficiencies and organizational effectiveness, and build a storehouse of meaningful information about every
job function. This article focuses on the importance of competencies to the talent management effort. A talent management initiative with a solid foundation built on competencies results in employee-directed career pathing with significant value.
Designing Your Company’s Social Architecture to Engage Employees
By Derek Irvine
Employers looking to achieve employee engagement as well as employees seeking a sense of belonging can benefit from a culture of appreciation. This type of organizational culture allows for an individualistic approach to accomplishing tasks, but unites employees across geographical and divisional boundaries by recognizing tasks well-done and goals achieved. This article outlines the five steps for creating a culture of appreciation.
Helping Expats Get Ready for a Healthy Assignment, Part II
By Dr. Frank Gillingham
Is your company prepared for an expatriate’s sudden illness? Do your expatriates know how to evacuate in the event of an emergency or disaster? This article follows up last month’s installment with important information on emergency preparedness for expatriates, as well as health-benefit information that is “must know” for any employees assigned outside their country of residence.
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