In case you haven’t noticed, SHRM has been upping its game in impressive ways. The Society for Human Resource Management (SHRM) has traditionally been the professional organization for HR generalists and that remains true. But recent improvements in reporting have demonstrated deep understanding of real-world, practical aspects of compensation and other areas traditionally considered “technical.”
Read beyond SHRM’s articles’ general titles and you can find insights that will help you not only understand what’s current but also prepare to act. For instance, the article, “New Guidance Eases–but Won’t Delay–the CEO Pay Ratio Reporting” is a summary with real insights from experts who are responsible for leadership in this area. Most importantly, it zeroes in on everyone’s key worry — communications — and provides solid recommendations, supplemented with links to more detailed discussions.
How many articles have you read on the CEO Pay Ratio that highlight the issue of the “median employee” as the real pain point in your communication effort? Not enough, and the perception of the median employee, as well as your explanation of this new concept, should be at the heart of your strategy if you are going about the communications in the right way.
SHRM’s HR Daily Newsletter today has an article on, “Another Gender Pay Disparity Claim in Silicon Valley,” which would seem like a update on recent important lawsuits in my Bay Area neighborhood. But it’s much more than that. If you take the time to check it out, you’ll find a thorough rundown on public pay equity concerns for the last few years, with links to The New York Times and USA Today. Plus links to how to conduct a multi-state pay equity audit and where to find the best statistics on prevalent pay practices.
SHRM may be the best resource for the legendary “HR office of one” but it seems to be growing into a supplier of expertise for the rest of us, too.
Margaret O’Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. Her firm, re:Think Consulting, provides market pay information and designs base salary structures, incentive plans, career paths and their implementation plans. Earlier, she was a Principal at Willis Towers Watson. Margaret is a Board member of the Bay Area Compensation Association (BACA). She coauthored the popular eBook, Everything You Do (in Compensation) Is Communications, a toolkit that all practitioners can find at https://gumroad.com/l/everythingiscommunication.
This post originally appeared on Compensation Cafe
Author: Margaret O’Hanlon