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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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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While so many things related to the world of work have been thrust into relative upheaval, annual pay increases and structure adjustments seem to be untouched. With over 1,500 participants combined between Mercer’s US Compensation Planning and Canada Compensation Planning pulse surveys, we have a preliminary view into the annual compensation planning process underway right now. Take a look and see how this aligns with the budget you are planning for merit, total, and promotion increases and for salary structure adjustments.

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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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Are you ready to take your market pricing to the next level? Develop and implement a benchmark methodology to increase your accuracy, efficiency and consistency and be sure your job pricing is aligned with your compensation philosophy.

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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!

Read article >