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Salary Surveys
TWO SALARY SURVEYS ARE BETTER THAN ONE

If you work in international HR, you know how important market data is for the management of your international operations. Finding reliable data in all of your countries is undoubtedly a challenge.

Salary Surveys
SALARY SURVEY MARKET PERCENTILES EXPOSED!

Users of salary surveys are accustomed to referring to the market data in terms of a percentile. The most common percentile of reference is the median average or 50th percentile.

Salary Surveys
RETHINKING SURVEY COMPARATORS – YOUR SECTOR IS NOT AN ISLAND

One of the most important steps in deciding on a salary survey is identifying which other employers are included as participants, and their relevance for your company.

Salary Surveys
RETHINKING MARKET COMPARISONS – A NEW DEFINITION FOR COMPA-RATIOS

Employers use salary surveys to measure the market and remain competitive. But making such a comparison can be quite difficult, even misleading.

Salary Surveys
IN AFRICA, WATCH YOUR COMPENSATION A-B-C’S

My business is focused on advising employers on how best to structure their compensation and benefits programs in developing and high-growth markets. We have a particular expertise in Africa, where our compensation and benefits surveys cover all 54 countries.

Salary Surveys
I HAVE A SALARY SURVEY – NOW WHAT?

Now more than ever, employers need to focus on their competitive position to attract, retain and motive staff. It usually starts with buying a salary survey, but then what? This post outlines the top ten steps to follow to achieve a robust and competitive compensation approach.

Salary Surveys
DO JOBS REALLY MATTER IN SALARY SURVEYS?

Compensation professionals all use salary surveys as inputs into the management of salaries in their respective organizations.

Salary Surveys
BENCHMARKING REGIONAL ROLES: WHAT WORKS?

More and more companies are consolidating operations into regional centers, using a base in one country to manage businesses in multiple markets.

Performance Management
WHY JOBS, NOT OBJECTIVES, MATTER WHEN MEASURING PERFORMANCE

Performance management is a mess. Critics suggest we should just throw in the towel and cut our losses. But the demise of performance appraisals is premature. A new approach is needed based on jobs, not objectives.

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