U.S. employers are reporting a 2.5% average salary budget increase across all employee categories for 2010, which means many employees may expect a base pay raise of around 2.5% before the year is over. However, the size of the raise changes when the employee’s performance is factored in.
As a result of the economic crisis, employers have become concerned about keeping employees engaged after having experienced wage freezes, lost bonuses, increased work demands and downsizing. Motivating employees under these circumstances and recognizing that once the economy improves top talent may leave for other opportunities has created a new corporate battle cry: “Employee Engagement.”
A new WorldatWork research report finds that a majority of U.S. employers surveyed offer paid time off to compete in the labor market. According to the report, "Paid Time Off Programs and Practices," three out of four survey respondents find it necessary to offer paid time off programs and do so in traditional and non-traditional ways.
The top work-life issues being addressed in 2010 do not track with the most serious employee issues — workload and stress/burnout
A new survey by WFD Consulting and Alliance for Work-Life Progress (AWLP) at WorldatWork, "The State of Work-Life 2010," found a steady commitment to work-life initiatives among senior management in a wide range of industries. However, the survey also found a curious mismatch between the most serious workforce issues identified by companies and where they are investing their resources.
A new survey of 741 multinational companies by WorldatWork and Mercer, "The State of Total Rewards Integration," found that more than half of companies now consider work-life initiatives a staple of Total Rewards.
When it comes to employee compensation and benefits, being fair and consistent are key requirements. The idea of customized rewards packages is not readily welcomed by human resources or line managers. It is, after all, easier to treat all employees the same. Making 'special deals' requires time, positive intention, creative thinking and discussions that many managers and HR practitioners have little experience or comfort with. But that's exactly what is needed in order to effectively attract, motivate and retain the talent needed for organizational success, according to a new WorldatWork research report, "Beyond Compensation: How Employees Prioritize Total Rewards at Various Life Stages."
As companies begin hiring again, what engagement levers should they pull during the recruitment phase? Are the same levers effective for motivating current employees and reducing turnover? These questions are answered in a new WorldatWork research report, "The Relative Influence of Total Rewards Elements on Attraction, Motivation and Retention," by Stephanie C. Payne, Ph.D., Michael K. Shaub, Ph.D., Allison Cook, Margaret T. Horner, and Wendy R. Boswell, Ph.D., all of Texas A&M University
Total rewards, a system developed within the private sector in the past five years, is a viable approach in the public sector, despite certain unique programmatic applications, such as variable pay and pay for performance. This was the key finding in a WorldatWork white paper released today titled, Total Rewards in the Public Sector: An Opportunity for Integration and Communication.
In response to the sluggish economy, many corporations either froze or cut pay in 2009. Even as the economy starts showing signs of life, a majority plan to remain conservative when it comes to pay practices in 2010.
Incentive plans that can be easily discerned and executed are most effective
Nothing can be more demoralizing to a sales force than a complicated, confusing, convoluted sales compensation plan. To help streamline sales compensation design, WorldatWork, a global association of human resources practitioners, has just published a new book, Sales Compensation Made Simple.
Scottsdale, Ariz. — Alliance for Work-Life Progress (AWLP), an affiliate of WorldatWork, is now accepting submissions for the Work-Life Innovative Excellence Award and Work-Life Rising Star.
WorldatWork has awarded certification scholarships to 20 more deserving HR professionals. Scholars will receive a package that waives fees for WorldatWork e-learning certification preparation courses and exams as well as Premier Membership for 12 months.
Alliance for Work-Life Progress at WorldatWork has committed to being a coalition partner for a new national campaign to expand workplace flexibility in the business community. Corporate Voices launched this campaign on June 28, after the White House announced at a first-ever Forum on Workplace Flexibility in March that it would lead a campaign to encourage businesses to become "Business Champions" for flexibility.
WorldatWork will hold a Congressional briefing on Wednesday, June 30, to share findings from its latest research, "Paid Time Off Programs and Practices." Senator Christopher Dodd is the honorary co-host for the briefing which will discuss findings from the WorldatWork research report which found that U.S. employers offer paid leave to compete in the labor market.
Inaugural Award from WorldatWork Names Local Association of the Year
WorldatWork recently announced the recipient of its Local Network 2009 Local Association of the Year Award. In its inaugural year, the Local Association of the Year Award honors the one compensation, benefits and total rewards group in the WorldatWork Local Network for its outstanding support of the profession in the local community and partnership with WorldatWork.
Kathie Lingle, executive director of the Alliance for Work-Life Progress at WorldatWork, testified today before a congressional subcommittee to provide industry perspective and recommendations on the federal government's work-life programs.
The Senate Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia have invited Kathie Lingle, executive director of Alliance for Work-Life Progress at WorldatWork, to testify at its hearing titled, “Work-life Programs: Attracting, Retaining and Empowering the Federal Workforce.”
WorldatWork has announced the names of five authors who will receive the "2009 WorldatWork Publications Contributor of the Year" awards. Now in its seventh year, the awards are given to authors voted "the best" by WorldatWork advisory board members for their insightful contributions to workspan® magazine and the WorldatWork Journal.
More than 1,000 human resource practitioners from nearly 20 different countries are expected to attend the WorldatWork Total Rewards 2010 Conference & Exhibition to be held at the Gaylord Texan Resort & Convention Center in Grapevine, TX from May 16-19, 2010.
Hospital Corporation of America, Clerk & Comptroller of Palm Beach County, U.S. Navy Recognized for Outstanding Work-Life Programs
Alliance for Work-Life Progress (AWLP) at WorldatWork recently announced the recipients of its 2010 Work-Life Innovative Excellence Award. Established in 1996, the Work-Life Innovative Excellence Award is the highest honor bestowed by AWLP, to recognize organizations that have successfully aligned work-life initiatives with business objectives.
WorldatWork, a global human resources association, has announced that it is presenting an educational workshop on executive compensation during the 2010 Executive Compensation Summit hosted by Equilar, to be held June 15 & 16, 2010, at the Washington Hilton in Washington, D.C.
WorldatWork today announced it has awarded certification scholarships to 10 deserving HR professionals. Scholars will receive a package that waives fees for WorldatWork e-learning certification preparation courses and exams as well as Premier Membership for 12 months. The scholarship awards are based on individual need and merit.
What role does human resources play in the development of a sales incentive plan? Is HR an equal partner with sales and finance or merely asked to deal with the administrative details after the "strategic" decisions are made? To meet the growing need of HR professionals to increase their relevance to the sales function, WorldatWork has introduced a new certification to achieve the designation of Certified Sales Compensation Professional™ (CSCP).
Alliance for Work-Life Progress (AWLP), an entity of WorldatWork that defines and recognizes innovation, best practices and work-life thought leadership, recently announced the recipient of the AWLP Work-Life Rising Star Recognition Award. Now in its fourth year, the AWLP Work-Life Rising Star recognizes stellar professionals who exhibit a combination of professional and personal attributes that demonstrate emerging leadership and growing contributions to the work-life community. The recipient will be acknowledged publicly at an awards ceremony during the WorldatWork Total Rewards Conference & Exhibition to be held in Grapevine, Texas, on May 18.
As public and media scrutiny of CEO pay continues unabated, organizations may be focusing on external communications to manage public perception when they should be equally focused, if not more so, on internal communications.
The Alliance for Work-Life Progress (AWLP) at WorldatWork applauds the White House for hosting a Forum on Workplace Flexibility (March 31). Integral to the WorldatWork Total Rewards model, work-life and workplace flexibility are important initiatives for attracting and retaining employees.
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