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With the Major League Baseball All-Star Game approaching in July, it’s an appropriate time to consider your own All-Stars and identify any issues surrounding the retention and motivation of your top performing talent. With this group, the focus should be on increasing employee engagement and developing programs that make it easier for employees to be successful. With a commitment to creating greater levels of engagement, employers must provide clarity and show a direct link between the levels of employee performance and total rewards. The more employees understand this relationship, the more success the organization will realize.
As published by Workspan Magazine – August 2012
The cobwebs are cleared, the mattresses have been flipped. Hopefully, spring-cleaning was smooth sailing at home, but now it’s time to dust off your compensation plans at the office. This has become increasingly relevant for thousands of organizations as the economy creeps toward recovery.
In the aftermath of The Great Recession, many compensation plans will need a more thorough makeover than what normal market pricing activities offer. Massive layoffs have led to the absorption of responsibilities into other positions, resulting in outdated job descriptions and a lack of awareness of employees’ actual duties and contributions. As the economy begins to recover, incorporating a thorough job analysis review into your standard market pricing process is a necessary, but often overlooked step.
In the aftermath of The Great Recession, many compensation plans will need a more thorough makeover than what normal market pricing activities offer. Learn how incorporating a thorough job analysis review into your standard market pricing process can assist in appropriately recalibrating the compensation programs in your organization.