Hopefully, Parts 1 & 2 have caused you to consider the value of creating & maintaining ORGANIZATIONAL HEALTH within your company. So here in the 3rd & final part of this series, we’ll: Identify the 4 disciplines that constitute Organizational…
HR Management Matters Archives
WHAT’S YOUR COMPETITIVE ADVANTAGE?, PART 2
In Part 1, we: introduced the concept of ORGANIZATIONAL HEALTH as a key competitive advantage illustrated it & a health human body are alike identified multiple advantages of a healthy organization In Part 2, we’ll look into the foundation of…
Posted in Organizational & People Development
WHAT’S YOUR COMPETITIVE ADVANTAGE?
CEOs and business owners have long known that success involves having a competitive advantage. Regardless of your industry or size, your organization needs to have a competitive advantage. What’s your competitive advantage? Historically, a competitive advantage has meant that an…
Posted in Organizational & People Development
YEAR-END: REVIEW YOUR COMPENSATION PRACTICES, PART 5
IS YOUR ORGANIZATION’S BASE PAY ON TARGET? In this final article in this five-part series, let’s go back to a fundamental at the initial compensation question. Is your base pay on target? If not, everything discussed in Parts 1 through…
Posted in Compensation & Performance Management
YEAR-END: REVIEW YOUR COMPENSATION PRACTICES, PART 4
In Part 4 of this 5 part series, let’s take a quick look at the final 3 of these important questions. 3) Should we also have a long‐term incentive plan (LTIP), and if for which employee groups? We believe that…
Posted in Compensation & Performance Management
YEAR-END: REVIEW YOUR COMPENSATION PRACTICES, PART 3
In any organization’s discussion of it, there are inevitably questions that arise about incentive compensation: Do incentive plans impact employee behavior in a positive manner? If so, what are the essentials of a short-term incentive plan (STIP)? Should we also…
Posted in Compensation & Performance Management
YEAR-END: REVIEW YOUR COMPENSATION PRACTICES, PART 2
In part 1, we identified the objectives of performance-based pay. In this article, we’ll discuss the concept of a compensation philosophy. An organization’s compensation philosophy refers to the set of guiding principles that drive decision making about compensation. This philosophy…
Posted in Compensation & Performance Management
YEAR-END: REVIEW YOUR COMPENSATION PRACTICES, PART 1
This is the time of the year that organizations start preparing for their year-end performance evaluations and compensation. Most organizations (small, mid-sized & large) already use a performance-based approach to compensation. That’s because performance-based pay has proven to be the…
Posted in Compensation & Performance Management
ARE SALARY NONDISCLOSURE POLICIES OR AGREEMENTS LAWFUL?
Trinity recently was asked if an employer could lawfully issue a policy stating or have employees sign a document saying that they will not discuss their pay with fellow employees. The short answer is “NO”. BASIS FOR ANSWER Section 7…
Posted in HR Legal & Compliance
SERVANT LEADERSHIP, PART 3
In prior Parts of this series, we defined the leadership model referred to as SERVANT LEADERSHIP as: “Servant Leadership seeks to involve others in decision making, is strongly based in ethical and caring behavior, and it enhances the personal growth…
Posted in Strategy, Management & Leadership