While wages are climbing higher, other elements besides pay such as meaningful work and purpose, are also critical drivers for workers desire to stay or go.

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Reliable survey data is now more essential than ever in today’s hyper-competitive labor market. Survey participation gives you the edge in shaping the future of your workforce.

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Across the board, employers are re-evaluating their employee value propositions (EVPs) to attract and retain talent with higher pay, more flexible hours, enhanced benefits, and better engagement. But what about new hires with little to no experience – should they be offered the same pay and perks?

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Over the last several years, this has been largely a “rinse and repeat” process for compensation teams as budgets have remained steady at 2.5% to 3%. But pressures have continued to mount over the past several months with both inflation and quit rates being at 20-year highs. This has resulted in many employers taking a harder look at compensation plans for 2022.

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You’ve heard of “pay for performance.” But many organizations are shifting the way they hire and promote from a job-centric point of view to a skills-centric point of view. Perhaps, then, “pay for skills” is a more appropriate way of compensating people to help attract, build and retain critical skills. Here are five things to consider.

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Following two incredibly disruptive years, the workplace continues to demonstrate its resilience and forge ahead. There are several priorities for HR to focus on in order to position an organization for success in 2022 and beyond.

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This article will provide you with considerations around when to use general industry versus industry specific data – even when to use both!

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