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I like the idea of taking practices that work in other industries or markets and applying them to the field of Human Resources and compensation/benefits. I've been researching the application of software design principals around "simplicity" and how those might be applied to compensation design. I think that we, as compensation professionals, can get caught up in our own language and processes and sometimes forget how the plans we design will impact the employee. Is the plan communication designed to use plain and easily understood language? Is the plan designed in a way that makes "sense" and has a level of transparency to gain the employee's confidence? I'm particularly impressed with a book published by 37signals called "Getting Real". There are some real gems of insight that they've developed in their business that could be applied to compensation design and plan communication.

Good article Ann! As always, I enjoy reading your posts.

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About The Author

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    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

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