Motivating Critical Talent To Perform

Employees must be motivated to contribute to meeting organizational objectives by performing at a high level. There is an abundance of research that supports the power of rewards to motivate performance. Of course that same research suggests employees must believe rewards are based on performance and that the rewards are equitable, competitive and appropriate. Occasionally … Continue reading Motivating Critical Talent To Perform

Innovation vs. Emulation – Treating HR as a “Decision Science”

Rewards practitioners must make decisions as to the types of strategies they formulate and the programs they design to support strategy. A critical issue is whether to maintain internal consistency. Another is whether to emulate what other organizations do or to innovate. Both the internal consistency versus customization and the external emulation versus innovation decisions … Continue reading Innovation vs. Emulation – Treating HR as a “Decision Science”

Communicating Reward Strategies

Communication is key to promoting an understanding of the strategy and the reasons why it is what it is. Communication also can inspire employees to focus on organizational objectives and to contribute to its performance. Effective communication is one of the best tools rewards practitioners have. Informing, influencing and inspiring employees is best done by … Continue reading Communicating Reward Strategies

Adopting An Appropriate Competitive Posture

Once the market of choice is defined and the prevailing levels determined an organization must decide how it pays relative to that market. Most organizations will define multiple markets, each selected for a specific skill set, occupation or category of employee. And the competitive posture may be different for different types of employees. It is … Continue reading Adopting An Appropriate Competitive Posture

Rewarding Performance in Public Sector Organizations

The dynamic economy of the last decade has presented significant revenue challenges for public sector organizations. Their workforce costs for current employees are largely fixed and significant liabilities are accruing for items such as pension programs and retiree health guarantees. Declining revenues during economic downturns have caused them to attempt to reduce headcount while maintaining … Continue reading Rewarding Performance in Public Sector Organizations