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Workspan Daily article; ;Class of 2026 Graduates Are Prioritizing Stability Over Status , Workspan Daily article; ;The Development Disconnect: Matching Ambitions with Opportunity , Workspan Daily article; ;More than Mentor: When Learning Is Reciprocal and Cross-Generational , Workspan Daily article; ;Mentoring and Reverse Mentoring: Two Sides of a Valuable Coin , Workspan Daily article; Most HR leaders have heard some version of the generational debate: Younger employees push for flexibility, faster decision-making and modern tools, while more experienced employees emphasize discipline, relationship-building and methods that have proven themselves over time.

A modern pay philosophy needs to, of course, include the definition of market and target position, but it also should include how the organization’s pay strategy is going to support its business strategy.

Workspan Daily article;There Is a Distinct Power in Knowing What Matters to Your Workers , Workspan Daily article;Rethinking Work-Life Balance: What You Need to Know , Workspan Daily article;Employers Say They Offer ‘Modern’ Benefits; Workers See It Differently , Workspan Daily article;From Research to Results: How Positive Psychology and Intrinsic Motivation Drive Performance at Scale , on-demand webinar; As the workforce evolves in scale, diversity and expectations, HR and rewards leaders are increasingly tasked with decoding what organizational employees truly value and why.

The authors relate this to the California government mandate for city manager pay transparency in 2010 that preceded a 7% decline in compensation, mainly at senior levels, and the move for academic pay transparency from 1997 to 2017 that showed a reduction in variance in academic pay.

In just-cause settings — which also exist in certain cities and in most union environments — there is a greater burden placed on employers surrounding the discharge of an employee.

These potential drivers include the following: experience (proxied by age, tenure and time in job); performance (above-average performance rating); career level or pay grade; job function or job family; the number of direct reports; business unit or department; and work city.

Prior to entering academia, Gomez-Mejia worked for eight years in human resources for the city of Minneapolis and Data Control Corp.

;Prepare for 2023 proxy season.

As I mentioned before, the pandemic had a bi-modal impact on business outcomes, but it was also extremely inconsistent with regard to how and when it impacted a particular country/region/city and even more inconsistent in how it was managed, leaving global companies in a mind-numbingly complex and emotional decision-making tree.

The new Fast Food Council’s power to review health, safety and employment standards, and to make recommendations, is expected to be a method whereby additional California labor code statutes and other regulations can be added to this industry, said Tynan, adding that “the ability of larger cities to have the local fast-food councils may also lead to further recommendations and additional regulations related to these establishments.”