As the dust settles surrounding last week’s midterm elections, Human Resource professionals naturally ask, “How does any of this affect HR?” In this Astronology® we discuss some changes to anticipate in the coming months.
One of Astron Solutions’ popular consulting services is administering employee surveys. As we read through the many anonymous responses, we tend to see similar answers when it comes to the question of compensation, including:
“My pay is too low,”
“I do more than others in my department but make the same salary,” and
“I could work at (insert name of rival organization here) and make more money.”
This tells us, as compensation specialists, that employees are often in the dark when it comes to why they make their specific salaries, and what the term “compensation” fully means.
An early 2018 Glassdoor survey reported that close to 35% of hiring decision makers expect more employees to quit over the span of 2018 than they did in 2017.
This Astronology® , the third in our three-part series, examines non-profit executive compensation. In considering non-profit executive compensation, employers and Board have two primary legal concerns.
As Astron’s clients begin their 2019 compensation program budgeting, we are often asked whether or not the practice of providing variable compensation will grow, shrink, or remain about the same as in 2018.
It’s that time of year again! Organizations are planning their salary increase budgets for the coming year. That process isn’t as simple as it looks, however.
With new members in place, the National Labor Relations Board (NLRB) has been busy reviewing policy. Three of the five members of the NLRB are from the current president’s political party, continuing a trend that has existed in previous presidential terms.
Guest article from Joan Andrews on behalf of Ready to Work Business Collaborative.
At a time when the skills shortage has never been more acute, can skills-based hiring help employers find hidden talent through objective measurement of skills?
In the 1970s, management theorist Peter Drucker suggested that top executive compensation should be 20 times the amount of the average worker’s pay.