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Salary can be a key factor for a candidate when conducting a job search and accepting an offer. With several different types of strategies to choose from when developing a compensation plan for your organization, you must first start by examining the organizational structure as a whole. Next, review and refine position descriptions. Well-defined position descriptions are one part of the equation in trying to determine the market value for a job. Once you have a clear understanding of the responsibilities, skills, and education requirements of a position, you can begin to address compensation. Employee salaries are based on these factors and the organization’s compensation philosophy. 

The ability to track employees is a necessity for any company, but how you do it makes a difference. The tough part is trying to decide which solution may be the best for your organization. Human error is the single biggest factor in most time-keeping systems. When errors happen, managers and human resources spend valuable time making the corrections on tight deadlines. The solution? Biometric time clocks.

Transformation is an ominous word; it can be positive or negative. Depending on your experiences with change, the concept of digital transformation may spark all types of reactions. Innovation spurs transformation. Small changes often go unnoticed but can make all the difference in the world. Remember when ketchup was sold only in glass bottles rather than plastic squeeze bottles? Now, most condiments on the grocery shelves come in plastic bottles, which is a transformation through advancement in bottling technology. As another example, remember when tag-less clothing was introduced? Genius! Weren’t you wondering, “why didn’t anyone think of this before?”

Let’s face it, doing more with less has been an ongoing theme in business for longer than anyone cares to remember. Being resourceful is what Human Resources is all about through developing managers, staff, and teams to improve outcomes and reach organizational goals. Let’s take a look at how to do more with your organization’s human resources in 2021 through professional development and education. If your company has not yet embraced digital training, now is the time to start. New technology solutions open the door for innovative ways to provide professional development and training to an organization with a diverse set of skills - whether they are working in the office, from home, or on a job site.  

The third annual State of Performance Management Study, conducted by HR.com and sponsored by LightWork® Software, reports that the primary objectives of performance management are employee and organization growth, at 71 and 70 percent respectively. The more than 340 human resource professionals that took part in the study are from across the globe but are primarily in the U.S. They represent companies with as few as 50 employees up to 20,000+ employees.