Salary Planning Surveys…and a Grain of Salt

Posted on August 23, 2011 by Chris Kelley Posted in Compensation Planning, KnowledgePay, Market Pricing, Salary Surveys

It’s that time of year when salary planning surveys get published and compensation professionals all over the world look for guidance about how much to age their market data and build their compensation budgets for the upcoming year.  There are several sources of salary planning survey data that get used year in and year out.

The most prolific is the WorldatWork…which has been used be virtually every company where I’ve worked or consulted.  But there are also many other sources that compensation professionals turn to, such as AonHewitt, Mercer, HayGroup, Towers Watson, etc.  Which ones are going to be right for any one company is really going to depend on their labor market and which salary survey vendor has the best representation within that labor market.

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Jacqueline Kuhn Recognized by IHRIM

Posted on July 5, 2011 by Chris Kelley Posted in KnowledgePay

Jacqueline Kuhn was awarded the 2011 Summit Award by the International Association for Human Resource Information Management at their annual conference. This award is given out to individuals who have made significant, long-term contributions to the advancement of the IHRIM goals.

Jacqueline is one of the hardest working people in the field of human resource information systems. She serves us here at KnowledgePay as our head of Professional Services. Her incredible knowledge of the HR software landscape is tremendously valuable.

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Job Evaluation Methodologies

Posted on July 4, 2011 by Chris Kelley Posted in Job Evaluation, KnowledgePay

There was  an interesting post in Ann Bares blog post titled “Are We Looking at a Job Evaluation Revival in ’09?” back in early 2009 and I first commented on it under my old blog, The Market Pricing Manifesto.  A couple of things have happened since then…not the least of which has been two plus years of a crappy labor market and moving my blog to KnowledgePay.  I’ve taken the opportunity here to provide a fresh perspective on the job evaluation methodologies we’re seeing.

In her article, Ann accurately describes the history and migration that we have experienced in the past few decades surrounding the shift away from internal job evaluation methods (i.e., Point-Factor) and the predominant use of external job evaluation, aka, Market Pricing.

In her article, Ann is dead-on for why organizations have adopted market pricing as the primary method for valuing jobs.   To build on that though, organizations, starting back in the ’70s started to shatter that whole employment relationship paradigm of people going to work somewhere right out of school and then working there until they retire.  Prior to that time period, mass layoffs were very uncommon…now, we pick up the morning paper (or rather, log onto our online news sources) and read through to find out which company announced a major layoff.

What this has created is a “free-agency” labor market.  I’m sure there are a whole host of other social dynamics that have contributed to the paradigm shift, but now, the paradigm is much more about “This is the work that I do.  I do it for you today, but tomorrow, I might do this work somewhere else.”

Workers are much more focused on their work, instead of just being focused on who they do the work for.  As a result, the mind-set is much like that of free agent in sports who goes to play for the team who is able to maximize their pay.

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