In Part 1, we described the leadership model referred to as “SERVANT LEADERSHIP” – a term which sounds like an oxymoron, as do the characteristics of this model we’ll describe in Part 2. “Servant Leadership seeks to involve others…
HR Management Matters Archives
SERVANT LEADERSHIP, PART 1
In his much heralded book entitled “Good to Great”, bestselling author and esteemed business consultant Jim Collins described five levels of leadership. These five levels are described below: Collins identified five attributes of a Level 5 leader. They: are self-confident…
Posted in Strategy, Management & Leadership
OVERCOMING RECRUITING CHALLENGES, PART 2: CANDIDATE SELECTION
One of the major challenges of recruiting or talent acquisition is making the best possible decision as to which of the candidates to hire. Trinity’s experience in providing search consulting services shows that many hiring managers rely far too much…
RECRUITING: OVERCOMING THE CHALLENGES
Trinity studied the results of a recent survey of 6,000 participants on the subject of recruiting. The results identified some noteworthy talent acquisition challenges for employers for 2017. At the time of the survey there were more than seven million…
PROJECTED PAY RAISES FOR 2016 YE – 2017
For Year End 2016 – 2017, the median base pay increase for employees is projected to be 3.0% across almost all industries. This will mark the 5th consecutive year that pay increases have held around the 3.0% increase mark. Pay…
Posted in Compensation & Performance Management
PERFORMANCE-BASED PAY:
PART 3
In Parts 1 & 2 of this series, we identified the following related to Performance-Based Pay: Objectives Pay elements Balance between fixed (base) pay & variable (incentive) pay Characteristics of Key Performance Indicators (KPIs) In Part 3, we want to…
Posted in Compensation & Performance Management
PERFORMANCE BASED PAY: PART 2
In adopting a performance based pay philosophy, every organization has to: 1) Determine the right balance between guaranteed compensation (base pay) & variable compensation (incentive/bonus compensation), including: ➡ If not all employees, which employee groups’ compensation should include a variable…
Posted in Compensation & Performance Management
PERFORMANCE BASED PAY: PART 1
Objectives of performance based pay Developing a Performance Based Pay (also called Pay for Performance) philosophy starts with an organization clearly identifying what it wants to achieve with it. Here is an example of the three objectives that a Trinity…
Posted in Compensation & Performance Management
BEST PAY PRACTICES
Employee compensation is one of the biggest expenses of companies, but too many companies lack sufficient knowledge as to how to effectively manage it. Yet these same companies regularly examine & seek to adopt (or adapt) best practices when it…
Posted in Compensation & Performance Management
TUITION ASSISTANCE PROGRAM: ARE YOU MISSING OUT?
Many employers are hesitant to implement a Tuition Assistance Program (TAP) because of one or more of the following concerns: Cost Benefit to the company Turnover by employees becoming more marketable Uncertainty about how to design it How to decide…
Posted in Benefits Management