I’m going to contradict myself (again). I seem to do this a lot, outlining a way to be process oriented by designing a traditional talent management program. We’ve done this over the last couple of weeks by describing how to do job analysis, job descriptions and design a compensation plan. But the key to knowing how to design any talent management program is to know yourself, or rather know your company. For mid to large companies, having job descriptions and a wage structure to define how you compensate people is more than likely completely necessary. It keeps things consistent, fair
We’re working on a compensation project now with a company to redesign their exempt salary structure. When thinking about how to best design a system, it’s important to realize there are two key factors: Internal Equity– Are you paying people fairly compared to what other people within the organization are making based on the knowledge, skills and abilities required for each role? External Competitiveness– Are you paying what the market demands for certain knowledge, skills and abilities required for each role in order to recruit and retain people? Basic steps to consider when designing a compensation structure: You gotta do
Out looking for a job or considering a discussion with your boss about a raise? If you are, you need to do your research to consider what the knowledge, skills and abilities you have are worth in the marketplace and to the company in which you work or are negotiating with. (Note: The best time to negotiate your worth is before you accept a job. Once you get locked in a job and a salary range, usually the only way to get a substantial raise is to switch jobs either through a promotion or a move to another organization.)
We used to think leaders were born, not made. Now we know through training, coaching and mentoring the skills needed to be an effective leader can be learned. However, there are certain leadership situations, company cultures and team dynamics lend well to certain types of personality traits (“born” characteristics) that individuals possess that make a person more effective in their leadership role. One of the most common personality continuums discussed today is introversion/extraversion. A rundown of the dynamic can be seen here: Orientation of energy E EXTRAVERSION Energized when you are with people Talk out your ideas First
You’re back from vacation and hopefully you unplugged while there. And now you have a vacation hangover. You’ve got way too many things to do for work, not enough time to do them in and your wondering, just like you’ve wondered the morning after you had one too many drinks, was it worth it? Should I really have even gone on vacation? After returning from a work and play trip, the hangover hit me (and my husband) hard. The around the world re-routing and delays of flights to get us home didn’t help nor did the thee hours of sleep