Disconnect on Pay

In the latest report from tech career board, Dice, Tom Silver, senior vice president for North America, writes of the “interesting disconnect between the people who manage technology staffs every day, and the HR professionals who assist them.”

“When we asked them to pick the most significant impediment to increasing their tech team’s motivation, technology leaders said ‘pay.’ However, HR managers picked ‘none,’ because their tech teams ‘were already motivated.’ “

Right.

IT workers are no different than other worker bees. All of that “doing more with less” leads to fatigue (his term), and that manifests itself “in many ways, including a desire for higher pay and the possibility for a workplace change.”

Whether those disgruntled workers actually ” ‘vote with their feet’ ” to pursue more promising opportunities at other companies is the question all HR leaders — and many corporate executives — are pondering.

And they should.

Here’s HREOnline’s latest look at the salary situation.

Colts vs. Saints

Three of four employers say there’s an office pool floating around for the big game on Sunday, according to the Society for Human Resource Management — and more than half say that’s a good thing as it has a positive impact on employee morale.

Of course, that morale shift might depend on whether a worker’s team ends up on top or not. (Personally, I’m in favor of block pools, so I just root for the score!)

Oh, and one-third of the workplaces have policies regulating pools and fantasy leagues, although few discipline (4 percent) or terminate (2 percent) anyone for violations.

It Ain’t Much

A settlement between the U.S. Department of Labor and Pilgrim’s Pride over “doffing and donning” protective work clothes such as smocks, aprons and gloves required for their jobs at s plant in Dallas, totals $1 million. But divided among the 800 current and former employees, it amounts to about $1,250 per person.


The company — which admitted no wrongdoing — agreed to modify it’s “time collection process.”

Priorities for Leadership Development

A UK study of 2,500 HR and learning professionals finds that organizations are gearing up for life after recession.

Organizations are focusing effort on “those individuals who they expect will lead their organisations into a future yet to be created. Softer skills, in leadership styles and in leadership coaching for instance, that bring out the very best in people and facilitate team working are also a priority.”

Leadership development was the most important priority of the respondents, with the development of middle managers also considered extremely important with 67 percent naming it as their first or second priority — compared to only 35 percent rating leadership development for senior managers in their top five.

Maybe it’s a good thing hope for reform is fading

Seven in 10 employers say healthcare reform will increase the overall cost of healthcare services in the United States. Nearly the same amount say it will increase the cost of their benefit programs.

That’s according to a new Towers Watson/National Business Group on Health survey.

Also, nearly half of employers believe reform — if ever adopted — will decrease employer-sponsored offerings of retiree medical benefits.

Inside vs. Outside

A Rice University study finds a long-term benefit to promoting CEOs from within vs. hiring an outsider.

There was little difference found at first — both insiders and outsiders tended to make changes once appointed — but “as tenure increases, obvious opportunities for cost cutting and divestment dry up [for outsiders],” says Anthea Zhang, co-author of the study and a management professor at Rice.

“Inside CEOs, because of their deep knowledge and root in the firm, are more likely to initiate and implement strategic changes that can build the firm’s long-term competitive advantage,” she says.