Human resources expert Teri Morning will reveal how you can make changes to compensation, benefits, and working conditions to attract and retain entry- and mid-level employees. You will learn how to create a new value strategy.
Base Rates And Merit Budgets
New Ways Of Looking At Incentive Pay
Benefits And Employment Support Programs
Attract more entry-level employees. Adjust compensation to overcome a staffing shortage.
When COVID-19 restrictions started easing in March of 2021, the expectation was that employees, especially those in the hardest-hit industries, would rush to return to work. Instead, the unemployment rate stalled even as employers remain desperate to hire workers.
To attract and retain employees, particularly in entry- and mid-level positions, you must immediately create a new value strategy for compensation, benefits, and how your organization treats and manages employees. You need to apply the technical skills of gathering data, calculating numbers, and analyzing pay structures.
Each session in this three-part series will provide practical steps you can take to update compensation, benefits, and values to overcome a staffing shortage.
Day One: Base Rates And Merit Budgets
- Basic elements of a salary system
- Current salary structures
- Calculating numbers without a compensation consultant
- Impact of Amazon’s increasing minimum wage on your organization
- Salary budgets and merit matrixes
- Compliance mistakes that blindside employers
- Hazard pay
Day Two: New Ways Of Looking At Incentive Pay
- Connecting performance with pay for entry- and mid-level jobs
- How to use variable pay in conjunction with your existing salary system
- Using performance and incentive pay as a recruiting and retention strategy
- Using incentives to pay bonuses without angering existing employees
- How to pay incentives to jobs that normally don’t earn incentives
- Case study
Day Three: Benefits And Employment Support Programs
- Starting with changing the mindset of management
- Creative childcare solutions
- Turning creative avoidance of the worst part of a job work into opportunities
- Auditing your hiring, orientation, management, and HR functions
- 12 needless things managers do that make bad jobs worse
- Livening up and intervening in “cubical coma” jobs
- Rethinking how you manage production employees
- Real problems working poor employees face every day and how you can help
- Improving working conditions of high-stress/low-wage jobs
- Giving employees control
Who Should Attend?
- Specializes in solving company people problems and providing big company style HR service to small business
- Over 20 years of experience in human resources and training
- Certified in mediation skills, project management, and IT management
- Myers-Briggs practitioner
- Has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications
- Master’s degree in human resource development with a specialization in conflict management
- This program has been approved for 4.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 4.5 PDCs for the SHRM-CP or SHRM-SCP.
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