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

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.

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.

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

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

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.

Organizational design and job evaluation can be simple things to understand. By not focusing on the simple, clear and purposeful aspects of work, many HR “gurus” have made this simple starting point more complex than it needs to be. The result is staff and managers who are unclear about their...

Birches Group Community™ is an integrated talent management solution that’s simple to use and brings clarity around the value of work. We fuse job design and evaluation, compensation management, skills development, performance management and consulting to bring order to your business.

Rather than the disjointed disconnect that generally prevails in HR between structural policies (those governing jobs and pay) from people management policies (those which guide recruitment, development, and reward), our approach is seamlessly connected.