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	<title>Compensation Works</title>
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	<link>http://www.compensationworks.com</link>
	<description>Recognizing and Rewarding Business Results</description>
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		<title>Top 10 Compensation Mistakes Made by Small Businesses</title>
		<link>http://www.compensationworks.com/top-10-compensation-mistakes-made-by-small-businesses/</link>
		<comments>http://www.compensationworks.com/top-10-compensation-mistakes-made-by-small-businesses/#comments</comments>
		<pubDate>Mon, 06 Feb 2012 17:57:51 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Compensation Trends]]></category>

		<guid isPermaLink="false">http://www.compensationworks.com/?p=248</guid>
		<description><![CDATA[BY LENA BOTTOS, CCP, GRP, VICE PRESIDENT OF COMPENSATION, KENEXA® AND CATHERINE DOVEY, CCP, SPHR, PRINCIPAL, COMPENSATION WORKS Small businesses frequently fall into the trap of treating compensation programs as “something to worry about when we get bigger.” The fact is, small organizations need to attract, retain and motivate employees, and compensation is a critical [...]]]></description>
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		<title>Titles are Free</title>
		<link>http://www.compensationworks.com/titles-are-free/</link>
		<comments>http://www.compensationworks.com/titles-are-free/#comments</comments>
		<pubDate>Thu, 19 Jan 2012 22:26:48 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Employee Compensation]]></category>

		<guid isPermaLink="false">http://www.compensationworks.com/blog/?p=163</guid>
		<description><![CDATA[Several recent articles about stretching compensation dollars in these tight financial times recommend giving bigger titles to employees as a good way to keep costs down while making employees feel appreciated. In the near term, this is likely to be true. However, what is free this month or this year is unlikely to remain that [...]]]></description>
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		<title>TIGHT BUDGET/NO MONEY</title>
		<link>http://www.compensationworks.com/tight-budgetno-money/</link>
		<comments>http://www.compensationworks.com/tight-budgetno-money/#comments</comments>
		<pubDate>Wed, 21 Dec 2011 19:53:44 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Employee Compensation]]></category>

		<guid isPermaLink="false">http://www.compensationworks.com/blog/?p=161</guid>
		<description><![CDATA[The top concern of HR professionals today is how to manage an incredibly tight budget.  Whenever we get in the 3% range for salary increase budgets, spreading it out becomes a challenge.  The specifics of your industry, company financial condition, staff demographics and underlying pay systems will need to drive decisions for each organization.  Here [...]]]></description>
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		<slash:comments>2</slash:comments>
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		<title>Pay Increases are Staying Constant</title>
		<link>http://www.compensationworks.com/pay-increases-are-staying-constant/</link>
		<comments>http://www.compensationworks.com/pay-increases-are-staying-constant/#comments</comments>
		<pubDate>Mon, 03 Oct 2011 19:59:34 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Compensation Trends]]></category>
		<category><![CDATA[Employee Compensation]]></category>

		<guid isPermaLink="false">http://www.compensationworks.com/blog/?p=27</guid>
		<description><![CDATA[Based on the latest survey data from WorldatWork, Milliman, Mercer, Towers, Culpepper and Compensation Works, pay increases for 2012 will be very similar to increases provided in 2011. We are seeing very flat annual pay adjustments with the average for organizations giving increases at 3.0% in the Puget Sound area.  Oregon is running slightly lower [...]]]></description>
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		<title>Planning for the Bonus Season &#8211; It&#8217;s not too early to start</title>
		<link>http://www.compensationworks.com/planning-for-the-bonus-season-its-not-too-early-to-start/</link>
		<comments>http://www.compensationworks.com/planning-for-the-bonus-season-its-not-too-early-to-start/#comments</comments>
		<pubDate>Mon, 03 Oct 2011 17:00:55 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Compensation Trends]]></category>
		<category><![CDATA[Employee Compensation]]></category>
		<category><![CDATA[Incentives & Equity]]></category>

		<guid isPermaLink="false">http://www.compensationworks.com/blog/?p=30</guid>
		<description><![CDATA[Many organizations use discretionary bonuses at year-end as a way to reward employees for their contributions.  (Discretionary bonuses are those that management determine without a fixed formula or a “quid pro quo.&#8221;)  Yet we often hear horror stories about how difficult the decision making process is for managers.  We also see bonuses for top performers [...]]]></description>
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		<title>Avoid Nuclear Fallout in Your Compensation Plan</title>
		<link>http://www.compensationworks.com/avoid-nuclear-fallout-in-your-compensation-plan/</link>
		<comments>http://www.compensationworks.com/avoid-nuclear-fallout-in-your-compensation-plan/#comments</comments>
		<pubDate>Mon, 08 Aug 2011 20:37:10 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Employee Compensation]]></category>
		<category><![CDATA[Executive Compensation]]></category>
		<category><![CDATA[Pay Communication]]></category>

		<guid isPermaLink="false">http://compensationworks.hostasaurus.com/blog/?p=14</guid>
		<description><![CDATA[When making pay decisions, few executives appreciate the long-term impact their pay decisions have on the organization.  Many times over the years, we&#8217;ve bumped into organizations with some strange or unfortunate pay practices in their history.  Employees who weren’t even working for the organization at the time tell hair-raising stories of pay reductions, lay-offs, or [...]]]></description>
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		<title>Paying for Performance with Small Merit Budgets</title>
		<link>http://www.compensationworks.com/paying-for-performance-with-small-merit-budgets/</link>
		<comments>http://www.compensationworks.com/paying-for-performance-with-small-merit-budgets/#comments</comments>
		<pubDate>Mon, 08 Aug 2011 20:34:56 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Compensation Trends]]></category>
		<category><![CDATA[Employee Compensation]]></category>
		<category><![CDATA[Incentives & Equity]]></category>

		<guid isPermaLink="false">http://compensationworks.hostasaurus.com/blog/?p=12</guid>
		<description><![CDATA[Merit increase budgets have been at all time lows recently.  The general consensus is that merit increases budgets will remain fairly flat for the foreseeable future.  One way to think of this is “3% is the new 4%”.  To be effective managing pay, we need to come up with some new pay models.  Here are [...]]]></description>
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		<title>How to Turn $1 Into $2 or How to Increase the Value of $1</title>
		<link>http://www.compensationworks.com/how-to-turn-1-into-2-or-how-to-increase-the-value-of-1/</link>
		<comments>http://www.compensationworks.com/how-to-turn-1-into-2-or-how-to-increase-the-value-of-1/#comments</comments>
		<pubDate>Mon, 08 Aug 2011 20:33:12 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Employee Compensation]]></category>
		<category><![CDATA[Incentives & Equity]]></category>

		<guid isPermaLink="false">http://compensationworks.hostasaurus.com/blog/?p=10</guid>
		<description><![CDATA[When money is tight, recognition programs are a great way to stretch your budget and keep employees engaged and focused on key results.  When managers feel especially crunched for time, recognition programs can drop into the background and become underutilized.  However, this is the most important time to emphasize these programs. In a survey by [...]]]></description>
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		<title>Are Your Employees Ready to Bail?</title>
		<link>http://www.compensationworks.com/are-your-employees-ready-to-bail/</link>
		<comments>http://www.compensationworks.com/are-your-employees-ready-to-bail/#comments</comments>
		<pubDate>Mon, 08 Aug 2011 20:28:02 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Employee Compensation]]></category>

		<guid isPermaLink="false">http://compensationworks.hostasaurus.com/blog/?p=7</guid>
		<description><![CDATA[As previously predicted, as the economy improves, more employees are looking to move onto new jobs.  Additional work pressures and stagnant wages are increasing dissatisfaction with jobs and employers.  Higher turnover and decreased productivity are consequences of this dissatisfaction. Based on a recent survey by Mercer, 33% of US employees are actively looking for work.  [...]]]></description>
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