If evaluating your organization’s compensation and total rewards programs is part of your annual routine, you may have noticed that spring showers bring more than flowers – they also mark the start of compensation survey season.
Why is everyone seeking compensation data at this time of year? Though there are certainly exceptions, most annual changes to employee compensation happen between the months of January and April. Most decisions for these changes take place in October through January. Therefore spring is the busy season for those who gather and report on this information, so it is at its freshest come fall when the most people need it.
As we mark the final hours of 2014, we think back upon the year and wonder what headlines were of most interest to HR professionals.
For HR practitioners, the decision in Ontario by the Human Resource Professionals Association (HRPA) to withdraw from the Canadian Council of Human Resource Association (CCHRA) was a big story. It can’t be said that this came as much of a surprise, as the HRPA gave ample notice as to their intentions well before the headlines broke. The biggest item on the HRPA’s agenda was revamping the CHRP designation, which has remained almost unchanged since its introduction in 1990. They rolled out a new framework in the fall, creating three designations where once there was only one.
With a tightening labour market and the demand for highly skilled executive talent, it’s no wonder more and more organizations are looking to review and revitalize their executive compensation programs. A recent compensation report published by People First HR Services shows that executive salaries are once again on the rise as companies work towards retaining their leaders. Keeping on top of executive compensation is particularly important where the talent pool is limited by factors such as demographics or seemingly unpleasant geographic nuances that some cities present.
My daylight savings tweet was “A fabulously long day”! It wasn’t much longer when I received a message from one of my followers that said “Amazing right? I wish I had an extra hour for everyday”. I started to think more about what those two tweets meant. Did an extra hour have that much impact on my day and others?
Our squirrel doesn’t have a name (yet) but it does have a persona – confident, an excellent work history, always learning, passionate and above all a positive attitude. We add value and earn our fees by finding our clients a Purple Squirrel, the “elusive candidate,” the hard to find candidate, the candidate that fits that critical role in your organization.
I am one of the lucky ones. I have a career that I absolutely love and am truly passionate about. I work for a great company and my colleagues are talented people that I enjoy seeing every day.
I have been recruiting for 22 years, long enough to remember when fax machines were introduced and how we marveled at its efficiency. Long enough to remember when computers became a mandatory skill and how shocking it was to learn so many people did not have even a basic computer understanding. At that time there was no talent shortage, you only needed print advertising to find candidates.