Chris Ceplenski is Managing
Editor, News. He has managed several BLR products related to employment law and
human resources including newsletters, manuals and websites. He has authored
hundreds of articles that have appeared on HR.BLR.com and produced dynamic content
such as podcasts, videos, infographics and slideshows. Prior to joining BLR in
1999, he worked as an editor for a book producer and literary agency and as a
college writing instructor. He received his B.A. from Eastern Connecticut State
University and an M.A. in English from Clarion University of Pennsylvania.
A panel of benefits professionals in the Silicon Valley area shared some best practices for using their benefits to engage their workforce this past Tuesday at the WorldatWork Total Rewards conference.
'Hot jobs' is a term HR professionals are certainly familiar with, but what does it really mean? And how can you determine whether these hot jobs are a critical to your organization? Finally, what kinds of rewards or compensation should you be giving those employees in hot jobs who are critical to your company?
If you are planning to develop or make changes to your current total rewards program, you will likely seek input from several external sources including—i.e., benchmarking data. But you will also need to gather substantial internal input, such as leadership's philosophy towards total rewards, and, perhaps most importantly, get input from your internal customers.
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