From trends in compensation transparency to total increase budgets, download 10 essential compensation planning tips to help make your planning a little more impactful this year.

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As an HR or compensation professional, you’re well aware that the definition of compensation planning is changing. With merit increase budgets remaining the same and continued pressure to reward and engage employees, getting started can be a daunting task. This guide will walk you through each step of this pivotal HR process, along with the insight you need to strategically plan your increase budget in today’s competitive climate.

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Employee mobility is an issue that has become much more important as more and more businesses have gone global and employees are more open to experiencing new cultures through travel and assignments. Is it time for you to take a look at your mobility offerings?

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Controlling relocation and employee mobility costs is not a new priority for mobility professionals and HR leaders. However, with an increased expectation of travel opportunities from new hires, how costs are being controlled is evolving. Corporations are looking at ways to control overall mobility program costs — or at least keep them constant — while moving more employees. More than ever, employers are looking at more diverse assignment types, while there is also a greater emphasis on increasing the number of employees that are likely and able to accept these types of moves. What do all of these changes mean for you? Read on to find out.

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It’s not just your current employees that need to believe in your employment brand and value proposition. Currently departing or former employees are a really valuable asset for filling your future talent needs. Make sure they are well taken care of and they’ll be more likely to re-join or even recommend you to their friends. Read on to see how Mercer Workforce Transitions can help.

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Salary survey participation offers companies many benefits. In this article, explore the top 5 reasons to submit your data to Mercer surveys.

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There are many different structure designs and not all support the same sort of pay management. Let’s take a look at the many different types of pay management constructs and consider how they might work for various employee populations and organizational cultures. Do you have the best pay structure for your organization?