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PDF issues covering strategy, people, technology, and leadership — written for operators who want the depth without the noise.
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A practical guide to short-term incentive plans (STIPs) — bonus types, the target vs. pool funding approach, and how to design performance measures that stay in sync with business strategy.
A practical guide to short-term incentive plans (STIPs) — bonus types, the target vs. pool funding approach, and how to design performance measures that stay in sync with business strategy.
Stock options, SARs, restricted stock, and cash-based vehicles compared — how organizations structure long-term incentives to retain senior talent and align with shareholder returns.
A step-by-step process for benchmarking rewards against the external market — defining objectives, identifying comparators, sourcing survey data, and interpreting results.
How non-tech organizations can benchmark, structure, and afford competitive reward packages to attract and retain scarce digital talent, including equity-grant considerations.
Breaking down the Total Rewards framework — compensation, benefits, work environment, and learning & development — through the lens of Maslow's hierarchy of needs.
A box-by-box breakdown of the 9 box grid — employee traits and scope of movement for each quadrant — plus common pitfalls like rater bias and lack of transparency.
Defining employee potential using the 3A model (Ability, Aspiration, Agility) and using the 9 box grid to plot performance against potential for succession and development decisions.
How talent review meetings identify high-potential employees, feed succession planning, and connect performance and potential data to leadership pipeline decisions.
Common appraisal rating methods (graphic rating scale, BARS, ranking, bell curve) and the rater biases — halo, horn, recency, central tendency — that undermine them.
Building Individual Development Plans (IDPs) that balance organizational needs, employee passion, and competence, plus a framework for enabling horizontal, vertical, and diagonal career moves.
Planned vs. continuous feedback mechanisms compared, including the OCBO model for delivering continuous feedback and building a culture that supports it.
Cascading SMARTER goals from company vision down to individual contributors, with a management-by-objectives model for connecting organizational scorecards to daily work.
Kicking off Interloop's Performance Management series: why PMS is more than annual appraisals, what to consider when designing one, and how Adobe, Apple, and Zappos reinvented theirs.
Building fair, equitable pay structures through job evaluation — job description design, point-factor and factor-comparison methods, and HR's role in maintaining internal equity.
Turning HR data into decisions: the 8 core HR analytics categories, legal considerations for sensitive data, and a 6-step process for building a genuine analytics habit.
Why succession management outperforms simple replacement planning, how to identify and develop critical-role successors, and real case studies of succession failures at major brands.
How employer branding and candidate experience shape recruitment outcomes, mapped across every touchpoint from sourcing through offer, with examples from Airbnb, Slack, and Netflix.
A framework for determining your ideal compensation strategy — focus, benchmarking, differentiation, and pay break-up — plus a look at India's gender pay gap data.
Introducing the Total Rewards methodology — compensation, benefits, well-being, development, and recognition — with industry examples of unusual, low-cost reward strategies.
Why organizational health — culture, engagement, and employee experience — is a more reliable predictor of long-term performance than financial results alone, plus a look at Interloop's #TrulyDigital HR initiative.
Resources and trends for engaging a remote/hybrid workforce, why organizational trust became 2021's top engagement topic, and an Interloop client success story using Zoho People.
