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Welcome from HR Strategy Group
We are all aware of the impact of first impressions! Whether it's in the clothes you wear, the grip of your handshake or your posture. But how often do you consider that your work space is also a reflection of you? In this month's article, How Far Can You Go in Decorating Your Cubicle?, I was interviewed on this very topic. Somewhat lighthearted in nature, but certainly well worth considering its points!
In our Compensation Corner, learn more about pay-for-performance compensation policies and how they might be just what you need in your organization.
Wishing you a very happy 4th of July!
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Best,
 Amy Polefrone, President HR Strategy Group, LLC
410-505-8723
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How Far Can You Go in Decorating Your Cubicle?
By Susan Kreimer, Written for www.mainstreet.com
Your office or cubicle speaks volumes about you. So before decking out your desk in daring decor, consider if it might be making a massive misstatement. Some employers have written guidelines about personalizing workspaces, while many others do not. What's appropriate is sometimes difficult to define.
But a survey of marketing and advertising executives uncovered objects that would strike someone as surprising in most office settings - a live pig, punching bag, mermaid sculpture, a pair of men's underwear, a rock collection, hair dryer, and a drawer full of clothes.
"It's best to avoid off-color calendars, political posters, racy photos, and other items that can raise eyebrows," says Donna Farrugia, executive director of The Creative Group, a Menlo Park, Calif.-based recruiting firm, which conducted the survey and released its results this spring. "Along the same lines, it's best to limit how many items you display. Filling your area with too many tchotchkes can be distracting." By doing so, "you may get passed over for important projects or promotions."
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Spot Check
Drug Screening Made Easy and Affordable
Do you know the facts?
- 8.2% of all full time employees in the US are illicit drug users
- Employees who use drugs have higher absentee rates
- The majority of employees who reported drug abuse with in the last month did not have workplace drug screening programs
SAMSHA News Sept/Oct 2007, Vol. 15, #5
Our HR Strategy Group / NCS partnership allows you access to our three most common drug screening options:
- Lab-based urine test
- Instant onsite urine test
- Oral fluids test
NCS is committed to providing an affordable and quality background and drug screening solutions tailored to meet your needs. We want to help you create a safe working environment.
 www.hrstrategygroup.nationalcrimesearch.com
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Strengthen the Link Between Pay and Performance
Performance - At peak levels, it pushes athletes and businesses to the summits of success. At its lows, businesses slowly struggle to gain momentum and fall behind their competitors. The success of your organization depends on the performance of your employees.
As a leader within your organization, what can you do to drive performance? One motivational concept revolves around developing a pay-for-performance strategy where employees are evaluated and rewarded based on the completion of individual, team or organizational goals.
Pay-For-Performance Defined
Two opposing
philosophies have traditionally dominated the compensation world. One is based on tenure and the other on rewarding performance. In a tenure-based compensation system, pay is often defined by time in position, without serious consideration for an employee's individual performance. It's assumed that if you are still in your position, you are deserving of an increase and therefore that increase is automatically granted.
On the other hand, there's the pay-for-performance philosophy which according to The World at Work Handbook of Compensation, Benefits & Total Reward, "links pay (base and/or variable), in whole or in part, to individual, group, and/or organizational performance."
Pay-for-performance models take a much more strenuous route than tenure-based compensation philosophies, emphasizing performance as the deciding factor in defining pay increases. With a pay-for-performance system there's no guarantee that employees will receive a pay raise, and individuals in the same job position have the potential to be compensated at opposite ends of the pay range from each other. Performance-based structures permit companies to compensate top performers well above average and to provide cost-of-living adjustments or no increase at all for below average performers.
To read the complete article, click here.
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