October HR E-News: Five Ways to Improve Your Compensation Strategy
E-NEWS: OCTOBER 2013
Ways to Improve Your Compensation Strategy
Article Written By: Tess C. Taylor, PHR
Years ago, a college graduate had a long-term future and a
pension plan with a single company to look forward to. Nowadays,
however, the average life-span of a career is determined by the
performance of the company. In uncertain times, working professionals
are seeking compensation that’s outside of traditional salaries and
retirement perks. They are looking for a compensation strategy that’s
based on their individual contribution and competency.
More Than Just a Paycheck
As a growing organization, it makes sense to develop an
improved compensation strategy. Why? Your business needs to attract the
best candidates who can innovate and lead your company in the industry.
Secondly, in order to retain high performance employees, your
compensation plan should offer more than just a competitive salary.
Having access to additional compensation, whether in the form of added
financial benefits or non-monetary incentives, can go a long way
towards creating a loyal employee population.
Winner of the "Job Seeker Most Deserving of Help
the lucky winner of the TorontoJobs.ca and Toronto Career Fair – The Job
Seeker Most Deserving of Help Contest. Erica’s
submission was chosen from over 100 applications, to join four finalists
at the Toronto Career Fair, held at the Rogers Centre on Friday, October
4, 2013. After
much anticipation, Erica was crowned the winner and received a prize pack
worth over $3,000. Prizes included: a three hour coaching session with a
career coach from TorontoJobs.ca, a copy of Tales from the Recruiter – A
Canadian Recruiters Perspective on How to Get That Perfect Job, a Course
from Algonquin Careers Academy and the opportunity to be featured as a
top candidate in the TorontoJobs.ca monthly client newsletter. Erica
has a background in retail, customer service and hospitality, and has
taken the following courses: Vancouver Community College (2000), Canadian
Tourism College (Tourism Certificate, 2011), Smart Serve, Food Handlers
Certificate and TICO certificate. Erica
is currently interested in full-time employment that is TTC accessible. For
more information on Erica, or to obtain a copy of her resume, please
or call 905.566.5627.
HR Industry Updates
Workers putting in longer hours than five years ago
are putting in longer hours than five years ago, according to a poll by
Right Management. Nearly four out of five workers said their
organization’s employees spend more time on the job since the recession
began in 2008, found the survey of 325 employees in Canada and the
United States. As many as 67 per cent said employees are spending “a
great deal” more hours at work while 10 per cent said they are
“somewhat” working longer while 23 per cent said “not really.” READ MORE
Sales, admin support among 'hot jobs' for Toronto: Study
occupations that have seen the greatest job increase between 2010 and
2013 in Toronto are technical specialists and wholesale trade (37 per
cent) and medical technologists and technicians (36 per cent),
according to a study showing the hottest jobs, released by
CareerBuilder.ca. The study uses a labour market database, drawing from
a range of government sources including the Census, the Labour Force Survey
and the Survey of
Employment, Payrolls, and Hours. READ MORE
Article: Seven Tips for Giving Feedback (and Making it a
Lot Less Difficult, Too)
Article Written By: Carol Anderson
How do you feel when it’s that time to provide “feedback”
to your team?
It might be performance feedback or development feedback,
but my guess is that it’s not your favorite thing to do.
Step back for a moment, though, and think about your role
as a leader. What is the single biggest responsibility of a leader? One
can say “delivering results” but the truth is, leaders don’t deliver
results; their teams deliver results.
Could it be that the leader’s primary role is to develop
their teams to deliver results? If the leader can deliver the results
alone, the organization doesn’t need the team. And if the leader isn’t
coaching the team to results, the organization doesn’t need the leader.