In a BLR webinar entitled "Where's My Raise? How to Handle Tough Pay Conversations With Employees," Theresa Murphy of HR Partner Advantage and David Wudkyka of Westminster Associates itemized the topics to discuss with employees about pay policies.
- Explain the company's compensation philosophy and how it is driven by the business mission and strategies, the organizational design and structure, and the critical skills and people needed.
- Cover the role of job descriptions in delineating duties and responsibilities, determining exempt and nonexempt status, and facilitating pay comparisons.
- Describe the company's pay ranges, including how they are determined, such as by market surveys, benchmarking, maintaining internal equity, and other factors.
- Help employees understand the competition by including salary and benefit comparisons. Present the organization's total compensation (or rewards) package, explain the minimum, mid-point, and maximum in pay ranges, and talk about the role of skills in placing employees in the range.
- Wind up by discussing how salary increase decisions are made: on the basis of an annual budget, prevailing economic conditions, and individual performance.
Theresa Murphy is the principal consultant for HR Partner Advantage, an independent human resources advisory firm based in Raleigh, N.C. She may be contacted at firstname.lastname@example.org. David Wudyka is the founder and managing principal of Westminster Associates, a Massachusetts-based human resource and compensation firm that specializes in pay, performance and productivity issues. He may be contacted at email@example.com .