Both employer and employee want fairness in pay, but more often than not salaries are based on the individuals performing the job than on the true value that the job represents to the organization. Over time many organizations start to feel the lack of a consistent pay structure, facing substantial salary discrepancies within the same type of jobs.
There are a number of very practical steps one can take to optimize the results of your pool of talent.
Getting results from talent takes knowledge, skills and motivation. The first step is to determine the knowledge, skills and motivation needed for a specific job. Based on assessment or experience, the second step is determining
Over the past few weeks, Aruba has been confronted again with new cases of fraud. Employees had found‘clever’ ways to embezzle their employers for tens and even hundreds of thousands of florins.
Fraud is big business. Companies are most at risk of fraud from their employees, since they have access to information and assets. On average, companies lose 5% to 6% of their revenues to internal fraud.
In the world of Human Resources Management there are words that are commonly used in organizations and among HRM professionals. Words such as “Talent”, “Finding the Right Fit” and “Employee Engagement”. The word talent in itself is defined by Webster’s Dictionary as having a natural aptitude or skill. According to Forbes.com (2012) employee engagement is the emotional commitment the employee has to the organization and its goals.
In its Business Journal (2014) Gallup.com poses the following question “What’s More Important: Talent or Engagement?” According to Gallup, this question was asked in a survey conducted by Ann Inc. The answer: