Sour economy presents compensation challenges

July 2008
Employee Benefit News;Jul2008, Vol. 22 Issue 9, p18
The article offers insights for employers on dealing with the compensation challenges brought by the economic downturn in the U.S. in 2008. It notes the need to conduct a thorough skills analysis to prevent key talent from moving to positions with other companies for more pay. For an effective merit pay system, managers need to be able to differentiate performance, and the organization needs to be able to pay for those differences. It predicts that more organizations will rely on performance differentiation and merit pay to attract and retain key talent.


Related Articles

  • RISING FEARS. Charlton, John // Employee Benefits;Dec2011, p42 

    The article discusses the issue concerning pay rises of British employees that fall behind inflation. It states that employers should know how to keep their employees happy by giving them rewards for their performance to avoid losing them. It also mentions that related troubles like debt...

  • Who Wants This Job? Morris, R. J. // Conference Board Review;Fall2012, Vol. 49 Issue 4, p8 

    The article focuses on the concept of value proposition in industrial relations. Companies are faced with the constant problem of voluntary attrition as employees quit their jobs over physically demanding work and low wages. Value proposition provides employees with a way of earning a salary,...

  • Negotiating a BIG raise. Schatzki, Michael // Design News;6/5/89, Vol. 45 Issue 11, p130 

    Provides tips on how to negotiate when requesting for a salary increase. Need to schedule a meeting with the manager to discuss the request; Importance of preparing for a strong supporting case by keeping a log of significant contributions; Examination of the job title and responsibilities.

  • Review sales performance. Gray, Andi // Fairfield County Business Journal;3/12/2007, Vol. 46 Issue 12, p9 

    The article offers ideas on how to deal with salary increases for sales personnel. According to the author, first thing that employers should do in dealing with salary increases is to evaluate sales performance. Employers should document the performance of the sales personnel to get a clear view...

  • Pay for Performance and Compensation Inequality: Evidence from the ECEC. Gittleman, Maury; Pierce, Brooks // Industrial & Labor Relations Review;Jan2015, Vol. 68 Issue 1, p28 

    This article examines the relationship between performance-based pay and widening wage inequality using data from the Employer Costs for Employee Compensation (ECEC). The results suggest that jobs using performance-based pay have made only a modest contribution to increased inequality during the...

  • PHC MECA REACHING CRUNCH TIME.  // Kai Tiaki Nursing New Zealand;Jun2006, Vol. 12 Issue 5, p16 

    The article reports on the negotiation issues faced by the Primary Health Care Multi-Employer Collective Agreement in New Zealand. The focus of the negotiation involves the remuneration clauses, notably pay, merit, and professional development. It also includes the discussion of the employers'...

  • 5 reasons YOUR BOSS isn't paying you more. Felsted, Karen E. // Firstline;Sep2015, Vol. 11 Issue 9, p18 

    The article offers five reasons why one's boss at a veterinary practice is not paying more. Topics discussed include the expensive running of a veterinary practice, assessment of one's skills and the boss not knowing the going rate for the job. Also mentioned are the assessment of one's work...

  • Executive Briefing. Thompson, Robert W. // HR Magazine;Feb2000, Vol. 45 Issue 2, p12 

    Presents news briefs on employment in the United States as of February 2000. Details on a survey on the number of women directors in Fortune 1000 companies; Status of the number of eligible exempt employees for on-call or `sleeper' pay; Estimation on the average merit pay raise for workers.

  • HR must seize reins of fat cat pay deals. Wigham, Ross // Personnel Today;5/27/2003, p1 

    HR must become more involved in structuring senior executive reward packages if employers are to avoid shareholder revolts over pay. This is the view of remuneration experts, following an unprecedented decision by GlaxoSmithKline shareholders to vote against the board's proposals to improve the...


Read the Article


Sign out of this library

Other Topics