Our team of experts is ready to help you with your human resources and compensation projects and challenges.
We’re passionate about our work and we take a holistic and collaborative approach to our consulting assignments. We deliver pragmatic solutions that consider your key business and talent priorities and we emphasize sharing insights and knowledge to ensure you get the maximum benefit from our work.
Our website is also about sharing insights and knowledge so take a look around - and don’t forget to download our white paper on solving common compensation pain points.
And if you’d like to discuss how we may be of assistance, just reach out and we’ll be in touch! Contact Us Here
Your compensation programs represent the cornerstone of what you offer as an employer. So you want to get pay right – both in terms of plan design and administration – to ensure your programs deliver value.
Asking five questions about your organization’s approach to compensation can help you identify potential trouble spots before they create more serious challenges:
1) Do you have well-designed pay programs or are pay decisions largely discretionary?
If you want your compensation programs to fire on all cylinders, you first need to establish which jobs are peers, or at the same organizational level.
Some organizations experience muddled pay because they miss this foundational step.
Jobs should align with organizational levels – and related pay bands – in a well-considered and consistent manner. And this should be the case both within and across departments or functions.
Without a clear framework for aligning jobs to levels, an organization may find itself paying individual employees quite differently, even when they are doing comparable work. This can open the door to a ...Read More
Does your organization deliver pay for performance?
If you use salary increases as the central way to create such links, you may sometimes wonder whether the juice is worth the squeeze.
In many organizations, budgets for salary increases remain quite lean year by year. That means you have a fairly limited pool of dollars through which to recognize top performers.
And some argue the difference between what top performers receive versus average performers isn’t especially meaningful. This is a point of frustration in many organizations, because leaders know it is important to reward employees for their achievements and to ...Read More
For compensation programs to deliver maximum value, they need to be perceived as being fair.
From an employee vantage point, perceptions of pay fairness emerge based on three major considerations:
One of the challenges in tackling pay ...Read More
When effectively designed and managed, incentive plans can be powerful reward vehicles.
They often represent a significant part of a competitive total cash compensation offering. And the plan measures can focus employees on top business priorities, which helps drive desired actions and results.
But an incentive plan should be regularly reviewed to ensure its design continues to make sense from a business perspective. Incentive plans can lose their impact over time if they don’t remain in alignment with business priorities and financial circumstances.
Consider seven signs your approach to incentive pay made need refreshing:
Raise your hand if you know many people who enjoy conducting performance reviews - or being evaluated.
If it’s hard to come up with even a short list, you’ve just highlighted why so many organizations struggle with performance management. In fact, there’s a tremendous amount of debate about performance management today - including whether the process should even be maintained.
But while there may be many ways to improve the tools supporting performance management, there’s no escaping that managing people is a primary accountability in many jobs.
So if you’re grappling with how ...Read More
Kapel and Associates understands effective communication - and how it can be leveraged to drive organizational performance and employee engagement. Claudine and her team consistently deliver sound strategic advice and tactical support and help us frame key messages in a way that garners employee understanding and buy in. We can only say wow!
Director, Human Resources & Legal Counsel
Kruger Products Limited
We have worked with Kapel and Associates for many years. In that time, we have been on the receiving end of true partnership from this very talented firm. Their service levels are extremely impressive and we have benefited strongly from the substantial amount of work they have done for us from market pricing to designing communication plans for rollouts to close to 20,000 employees across Canada. They are on top of the market and have brought us unique solutions that fit the diverse cultures wit
Director, Rewards & HRIS
Best Buy Canada Ltd.
We have been fortunate to partner with Kapel and Associates during a period of significant organizational change. Their insights and creativity in the development of change management and communication strategies and tools consistently hit the mark. They have the ability to ask the right questions and hear what we want to say to ensure we get what we need and are happy with the results. This is very appealing and indicative of a great relationship. Thanks so much, Claudine and team!
Vice President Change Leadership and Implementation
National Express Corp
Kapel and Associates has been integral in guiding our organization through the development and launch of a number of Total Rewards initiatives. Their expertise, attentiveness, and follow-up has allowed us to meet our milestones and more importantly to feel a comfort in launching these initiatives within our organization. We look forward to working with Claudine and her team on future projects.
Vice-President of Human Resources
The Bargain! Shop