Greg Furstner's blog

2009 is now behind us and 2010 is here in full force. Chances are that all of the choices regarding compensation for 2010 at your company have already been made and budgets are locked in. It’s now an interesting time to take a look at trends for the past year and where compensation looks to be heading in the coming 12 months.

Besides salary and medical insurance, vacation time is one of the most valuable incentives you can offer job candidates. There isn’t any legal requirement for you to give employees paid time off, but most workers consider this a basic necessity for any job. A generous time off policy does more than just show your commitment to promoting good work/life balance. It gives your employees time to recharge and return to work with a high level of productivity.

As an employer, you already spend a significant portion of your budget on total compensation for your workforce. Can you afford to invest in continuing education as well? If you do it right, the answer is probably yes. Many employees value tuition reimbursement programs. This type of benefit offers a way for workers to improve themselves and advance their careers. It also makes them feel that their employer believes in their abilities. However, you need to plan your program carefully to maximize your ROI.

As an employer, you understand the value a talented team of employees can bring to your business. You can’t afford to miss out on attracting top job candidates from every cultural background. However, many companies do just that when they fail to create a welcoming atmosphere for a diverse workforce.

In an increasingly global marketplace, an exclusionist attitude is neither profitable nor desirable. Whether you are hiring workers from one of the many cultures within the U.S. or immigrants from other countries, here are some things to keep in mind.