Current corporate administrative “business intelligence” is built on ‘70’s spreadsheet software. Which is no intelligence at all. Most managerial heartburn is about employee performance and compensation. Time stops, as does productivity, when spreadsheets appear and budget deadlines near. Line managers can spend as much as 8 hours per employee per year on compensation related issues. The average manager is responsible for 5 employees, which is one week a year of lost productivity.
HR Information System software like PeopleSoft is sophisticated and expensive and does not address compensation as a primary objective. A business intelligence layer is needed to make these databases a more valuable corporate asset. An effective enterprise level compensation budgeting/salary management tool takes the ROI of the HR Information System, the HR staff and all line managers to a new level.
State of the art compensation tools provide a direct way for employees to see and feel the fairness of corporate wealth sharing. These tools provide daily intelligence that enable a manager to closely and transparently link performance to reward. EEO and morale issues related to compensation and promotion disappear, and all employees know it.
In today's highly competitive workforce environments, an intelligent compensation structure and awards process is important because it assures the CEO that the umbrella of care, reward and fairness is extended to all employees by empowering them with a comprehensive and transparent link to management.
" Given the new national emphasis on greater corporate accountability and transparency in all financial matters, we feel that OSM is an important component in addressing these issues…At
Waste Management we are committed to upholding the highest principle of fiduciary
responsibility for our shareholders and employees and we believe that a well-managed
compensation administration process is key to balancing good employee incentives
with good financial management controls."
— Waste Management
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