Using a Job Architecture to Navigate Workforce Challenges

3 barriers to successful pay-for-performance implementation

<p><a href="https://plus.google.com/100452540302428363448? rel=author"><img src="http://www.payscale.com/cms-images/default-source/b2b/istock_000015905900small.jpg?sfvrsn=1" alt="Pay for performance" title="iStock_000015905900Small" sfref="[images]eb40f79a-def5-6347-a9d2-ff00007054ad">Laleh Hassibi, </a>PayScale </p><p>Today most organizations are either moving toward a pay-for-performance compensation strategy, or at least discussing it. Correlating pay with performance has proven to improve employee retention in many companies, but even so, some detractors of performance-related pay models will tell you that more have been attempted and failed than succeeded.&nbsp;</p>

Paving the way to a healthy workplace with corporate wellness incentives

<img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_healthyincentive.jpg" alt="header_HealthyIncentive"><p><a target="_blank" rel="author noopener" href="https://www.payscale.com/author/tess-c-taylor-phr-the-hr-writer">Tess C. Taylor, PHR, The HR Writer</a></p><p>As Obamacare officially launched across America this year, new requirements forced employers to look for ways to boost their compensation and benefit programs without raising healthcare premium costs. The new law permits employers to use as much as 30 percent of each worker’s health care premium on wellness incentive programs (up from 20 percent last year). The challenge to find cost-effective ways to maintain the well-being and productivity of workers is on.</p>

Link pay to performance. Like…seriously this time!

<img src="http://www.payscale.com/cms-images/default-source/Blogs/blogheader6_22.jpg?sfvrsn=0" title="BlogHeader6_22"><a href="https://plus.google.com/115301125688955669806?%20rel=author">Crystal Spraggins,</a>&nbsp;SPHR<div><br></div>When PayScale asked more than 5,500 business leaders the main reason their companies adjusted pay in 2015, <a href="https://www.payscale.com/cbpr?src=hp_2_cbpr" title=" class=" target=" rel="noopener">52 percent answered "employee performance."</a>

Snackable: PayScale invades Toronto and 2014 HRPA

<p><img width="610" height="175" src="http://www.payscale.com/cms-images/default-source/b2b/header_snackable_hrpa.jpg" alt="header_snackable_hrpa"/></p><p>Hedge Stahm, PayScale </p> <p>Thousands of Canadian HR professionals descended on the frozen city of Toronto for the 2014 HRPA annual conference. The throngs flocked the educational sessions, viewed the keynote talks, and took advantage of the networking opportunities.</p>

Compensation Strategies That Work in a Down Economy

Rules on Notice & Pay After a Resignation

<h1 class="subhead">Do Voluntary Resignations Require Advance Notice?</h1> <p>When you’re watching your labor costs, it is important to know how to handle an employee resignation, compensation-wise. If you require employees to provide two weeks’ notice of their resignation, you may have to pay them for that full period even if you release them earlier. But, even if you only request the advance notice, it still may be better employee relations to pay for that full two-week period.</p>