human resources

Incentive Plan Design in a Volatile and Competitve Market--The Three Bs

Jeremy Banoff is a senior manager director for FPL Associates, an NMHC partner for the 2012 NMHC Compensation Survey.

Banoff believes a well-designed comp program can motivate employees and reduce business risk in any market--good or bad.

Banoff's first "B" is all about evluating current incentive hurdles against past company performance, know as back testing.

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Banoff's second "B" focuses on using a variety of performance metrics to create balance within a comp program.

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Banoff's third "B" asks companies to evaluate whether their comp structures could motivate risky employee behavior.

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Banoff closes with this short list of what makes for an effective, balanced compensation program.

CareerBuilder's Jamie Womack makes the case that HR pros should actively participate in the social media space to attract talent.

Womack says businesses need to seek out and engage new talent where they are, which is increasingly online.

Social media has moved the consumer buying process beyond just consider, evaluate, and buy to include enjoy, advocate, and bond.

Just like its done to the consumer buying process, social media is giving the job search process a major makeover.

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Job seekers increasingly expect companies to publish job opportunities and maintain career pages on social media sites.

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Womack stresses that job seekers want to get a sense of a company's culture from its social media pages.

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Given job seeker trends, Womack recommends developing mobile and video content in tandem with a social media presence.

Womack says job seekers like employee-created content and points to this video from the ADP Film Festival as an example.

(Video from YouTube)