Training Doyens

Compensation decisions that determine how to construct salary ranges, which employees will get pay increases and how much they deserve can make or break your business. Our upcoming webinar discusses how to use the salary budget for maximum effect on employee performance while still ensuring equity within internal and external components and avoiding compliance problems. The webinar covers the following key areas: ·          Current salary structures - understanding how the numbers got that way and what it means now ·          Connecting performance with pay and constructing individual incentive plans ·          How small or mid-sized businesses can have more flexibility with pay LEARNING OBJECTIVES It’s a fact of life that most people have to work for money. Even people who love their jobs likely would not perform them for free. To a company, t...

OVERVIEW Let’s be honest. People work for money. The salary budget while often the biggest expense in a company, is to employees a reward system for their work performed in your company and for the skills they bring to the workplace. Before you get started, keep in mind that adopting a competitive, pay for performance philosophy requires some extra work. Because a merit matrix connects performance to market rate pay. However, in order to differentiate wages based upon the results of your employees, you need to know what you want people to do, be able to sort out how they are performing and, based on that, differentiate their pay. The merit-based, pay-for-performance matrix also serves as a guide for supervisors so that they suggest pay increases that are fair and support business objectives. The benefit of your extra effort regarding salary benchmarking is that you can drive your funds towards rewarding high-performing employees who may currently be paid less than the mar...