Week of September 16, 2019
Established salary structures aren't mandatory. There is no law that requires them, but they serve many useful purposes. Having salary ranges in place can ensure that salary decisions, from new hires to promotions, are made with objective and consistent rules and parameters.
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Weird and Wacky (But Often Necessary) Hotel Jobs
As the hotel industry changes, so do positions, roles and titles. There’s the traditional valet, bellman, front desk attendant, concierge, housekeeper, chef and operations roles. But the effort to offer refreshed guest experiences and services are swaying hotels to recruit for off-beat yet strategically aligned positions…
(Hotels Magazine) Read More
Star Performers Need to Be Identified and Valued
Hospitality is a people business. It always has been, and it always will be, no matter what technology is deployed. In fact, the best technologies are those that adeptly free up time and automate tasks for team members to spend more time focusing on guests’ needs.
(eHotelier) Read More
Connecting Millennials with Travel Rewards
Although cash back has been a popular cardholder benefit for years since 1980's, the overwhelming sentiment from loyalty executives were that cash back cardholders were less loyal and they struggled to push these cards top-of-wallet.
(Hotel News Now) Read More
Managing RevPar for Profits
Per the name, the historical role of revenue managers has been to maximize revenue - specifically rooms revenue or RevPAR. RevPAR growth is achieved by increasing occupancy and/or average daily rates (ADR).
(Hotel News Resource) Read More
Hospitals Score Victory as Judge Tosses CMS Site Neutral Rule
Tuesday, a federal court found HHS exceeded its statutory authority when it reduced payments for hospital outpatient services delivered outside of hospitals in outpatient provider-based settings, handing hospitals a major win.
(Healthcare Dive) Read More
Survey: Hospital, Health System Leaders Slow to Adopt Risk-Based Payment Arrangements
Hospital and health system executives and leaders said in a recent survey there has been slow uptake of risk-based payment arrangements, with most leaders reporting that less than 20% of their patient population was in such a model.
(Fierce Healthcare) Read More
Can Data Analytics Lower Hospital-Acquired Condition Incidence?
Hospital-Acquired Conditions (HACs) continue to burden our healthcare system and patient health. These events arise during medical stays and are often avoidable complications of care – including pressure ulcers, air embolisms, falls and trauma, and surgical infections following certain procedures.
(Managed Healthcare Executive) Read More
Walmart Health Sees Its First Patients Today: 6 Things to Know
Walmart has opened its new, standalone health clinic in Dallas, Ga. Today, the first patients will walk through its doors.
(Becker's Hospital Review) Read More
EEOC Plans to End Obama-Era Employer Pay Data Rule
The U.S. Equal Employment Opportunity Commission has published a notice in the Federal Register that it will not seek approval from the Office of Management and Budget to renew the requirement that employers with 100 or more workers collect pay data based on gender, ethnicity and race, added to the EEO-1 reports by the Obama administration.
(Benefits Pro) Read More
5 Ways to Manage--and Keep!--Your Star Employees
Managing your best employees should be easy—they are your best people, so that means they require the least amount of work, right?
(LinkedIn) Read More
A Sense of Belonging May Keep Workers on Board
Experts continue to agree that a lack of belonging can lead to attrition. As BetterUp pointed out, that means an employer's failure to adopt inclusion initiatives can be an expensive choice.
(HR Dive) Read More
The Plight of the Older Worker: Now Is the Time to Eradicate Ageism in the Workplace
Ageism is conscious and unconscious prejudice, stereotyping, and discrimination against people solely based on their age.
(HR Daily Advisor) Read More
About WageWatch, Inc.
WageWatch provides valuable online compensation and salary survey data across multiple industries and geographic markets . The data has been designed for human resource professionals, hiring managers, associations, and employers. Our cost-effective survey data is designed to assist employers with hiring and employee retention, employee pay and recognition, employee benefits, budget planning, market pricing jobs, and salary range decisions.
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