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New research finds that targeted communications and specific advice about a company's 401(k) plan will motivate an employee to save just as much as a high match rate will. This article examines the research results and describes specific targeted programs that increase worker participation and savings in 401(k) plans.

Communicators now wear coats of many colors as we work in various positions along the wide spectrum of the field. The demand for the know-how of professional communicators has burgeoned [...]

To get the most from compensation systems, public relations executives must understand how they work. Most companies value jobs in a three stage process. Job documentation, which is the body of paper knowledge about the job, those who held it and what the company thinks of it, is the first stage in the process. Attacking a job description can be an effective ploy for an undervalued PR executive. Job evaluation is the ranking of positions within an organization. The best bet here is to make sure you understand the process. Finally, comes pricing. Here, the public relations executive can provide personnel with data about similar jobs elsewhere or about jobs at the same level in other departments to help create the proper atmosphere for an acceptable finding.

Well designed and carefully implemented employee evaluation programs can benefit entire organizations, departments, and the individuals being evaluated. The ingredients of such a program are presented, including: developing formal guidelines for the process; working with employees to identify the responsibilities of each job and to determine how accomplishments are to be measured; and recognizing and praising fully areas of good performance while dealing squarely with areas of poor performance.