Use these compensation tips to get the information necessary for constructing logical pay structures and identifying top talent.

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The best way to design an empathetic employee listening program for your current and future workforce is to focus on these five key questions.

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The latest Mercer QuickPulse™ Survey, released at the end of June, takes you inside employers’ minds to look at some of the most important topics they face when managing a workforce today.

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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?

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The demand for tech talent is greater than the supply of available talent, despite the increasing number of layoffs you see in the tech industry. Everyone needs a strong tech talent strategy now - take a look at the workforce trends from the Mercer | Comptryx database

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Digital technology is affecting everything nowadays. With more of a distributed workforce, can you take advantage of the advances in employee listening by employing digital focus groups?

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Having the highest pay is not what’s going to secure your workforce right now. You’ve got to think beyond pay and benefits. As the c-suite looks to you to lead the talent strategy in this challenging job market, here are 5 things, beyond rewards, to focus on while keeping your employees’ wants and needs at the forefront.

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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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