A recent Mercer study found that 44% of HR professionals consider data quality and data reliability to be top reasons for choosing one human resource survey provider over another. With this in-depth overview of our quality processes, learn exactly how we compile and curate top-quality Mercer data for every single survey we publish.

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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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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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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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Accurate and timely compensation data hold even greater value this year as a new post-pandemic normalcy begins to take shape. Presently, the general economy appears to have stabilized and is starting to rebound. A closer look at the details reveals significant differences across industries, locations, and company sizes. The 2021 compensation trends we see in the data reinforce how simply aging salary survey data would be a mistake.

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Retailers are being particularly hard hit by the talent shortage. Just what is going on and what can be done to bring the workers back?

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