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Welcome from HR Strategy Group
Hope you had wonderful Thanksgiving and you're full steam ahead for the upcoming holidays!!! I know many of you are rushing around, both at work and at home, planning, preparing, and working hard. Take a moment to read through our main article this month highlighting Key Trends in Executive Compensation. How might this apply to your organization?
The holidays give us all an opportunity to say what we are grateful for - and I truly apprecate our valued clients, friends, and colleagues. Thank you for being a part of our family.
Best,
 Amy Polefrone, President HR Strategy Group, LLC
410-505-8723
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Pressure on Executive Compensation - 6 Key Trends
From: HR Daily Advisor, September 25, 2013
Executive pay is generating interest-and often not inconsiderable pressure-on most companies' HR and compensation people, says consultant Jim Heim, managing director at Pearl Meyer & Partners. Heim posits six key trends relating to executive incentives.
Trend #1: Quantification of Pay and Performance Alignment
There is increased focus on executive pay due to external pressure from shareholder groups, politicians, and pay critics. Companies are increasingly conducting historical look-backs of pay and performance to assess whether alignment exists or whether adjustments to pay programs are necessary, says Heim.
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Identifying and Resolving Internal Compensation Inequities within a Position
From: PayScale
Despite recent legislative efforts to banish gender pay inequities, such as passing the Lilly Ledbetter Fair Pay Act and the reintroduction of the Paycheck Fairness Act, gender-based pay differences still exist. Big pushes for equal pay for women were hot topics during the 2012 Presidential debates, yet the general perception is that we still have not closed the gender gap. At the same time as pay equity is a hot legislative topic, technology has advanced to the point where employees have instant online access to market-rate salary data, giving them a greater capacity than ever to discover pay inequity and greater opportunity to take legal action to correct it.
That said, eliminating all pay inequities between employees of different genders in the same position should not be your goal. Pay inequities with any employees can often be appropriate and your goal should not be for every employee in the same position to be paid the exact same amount. Rather, the goal is to understand why each employee receives the pay they do and whether or not that compensation decision supports what your organization wants to achieve.
To read the rest of the article, click here. ____________________
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