2). Being Competitive With Pay - Linking to the Market
Deciding what to pay people is often difficult and often winds up with winners and losers instead of a sensible and fair agreement. Looking to the market in a systematic way along with a well designed salary system can ease the pain.
4). Doing More Than the Numbers - How You Do Them is Important
Someone once said "we often hire people for what they can do but fire them for how they do it." There is more to performance than just hitting the targets. Read how to put those other measures in place.
7). Effective Induction - More Than Showing Them the Lunch Room
Having a new employee leave in the first week is not uncommon and is damaging for everyone. Getting them off to a good start is important for their perception of the organization and just plain good business.
8). Feedback - Your People Need It
Most people need feedback and as managers we need to be able to give it. The positive and the negative. This is important for business performance and employee development. Learn how to do it.
9). Getting and Keeping Good People
With the increasing competitiion for talent, businesses need to be working on strategies to attract and retain good people. It should not have to come down to just money. There are a number of actions you can take now.
10). How to Find the Round Pegs
It is often said that we hire people for what they can do and fire them for how they do it. Successful recruitment is difficult and getting people who "fit in" is the most difficult part of it. Read how you can increase your chances.
11). How to Manage the Employee with Attitude
Handling problem employees is every manager's nightmare. We say they have an attitude problem and we don't know how to change them. Read how to tackle these problems.
13). Is Pay Important? - Yes If You Get It Wrong
With many businesses pay is normally negotiated when someone is recruited and then doesn’t get another mention until there is a problem. There is a way of making sure this problem is fixed and stays fixed.
14). It's All About Performance - Or Is It?
Why do some people just not work out? Technically they can do the job, we checked that during the recruitment process. They just don’t fit.
15). Non Financial Measures - Making Them Meaningful
Measuring performance is important but not always easy once we’ve got past the easy parts such as sales and budgets. The less quantifiable parts of a job also have to be measured.
16). Paying Incentives - Do You Need To?
When clients ask about pay issues, quite often they jump straight to paying "bonuses" to reward performance. Not only is this often not necessary but it can lead to mixed messages and problems later on. Find out how to avoid the pifalls and design the program you need.
18). Practical Policies and Procedures Can Save You Money
Settling legal claims from employees can often be expensive and time consuming. It also damages morale and reputations. Having the guidelines in place is a good investment.
19). Recruitment - Getting it Right More Often
Recruiting is one of the most important tasks undertaken by managers yet very follow a consistent process. to get the best results there are some key steps to follow - everytime.
20). Salaries: Bringing It All Together - Performance, Market And Job
Building a salary system can bring many benefits to a business and prevent a lot of friction and wasted time. It is important to have the fundamentals in place and then design a system that meets your needs. It need not be complex.
22). Succession Planning - Insurance For Your Business
Succession planning is often talked about but rarely carried out. Sometimes we only think about replacements for a few key jobs. Often, not even that. Good succession planning can have big benefits.
25). Who Gets Paid What? - Getting The Internal Relativities Right
Problems associated with pay are not productive and cause ongoing friction within businesses. While it is nearly impossible to pay everyone what they want it is possible to build a fair and consistent system that works.
