If you find value in content like this, sign up for my Talent Edge Weekly newsletter. As AI continues to reshape how organizations operate, one important topic in the AI discussion that seems to receive less attention is how compensation and incentive plans will need to evolve to reflect actual performance drivers. For example, one of several …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Attracting, hiring, and retaining executive talent is a critical part of any organization’s talent strategy and leadership continuity. These efforts are shaped by many factors—including culture and growth opportunities—but one major lever is executive pay. Although salary, bonuses, and long-term incentives …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. This paper highlights four key trends related to compensation: workforce supply and demand, merit process modernization, frontline workers, and pay transparency. To zoom in on two of these trends, a few data points include: 1) Merit Process Modernization: despite “peanut butter …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Fair pay continues to rise in importance as a topic of interest for both employees and HR leaders. According to Mercer’s 2024 Global Talent Trends Report (see p. 28), employees ranked fair pay as the second most important of 20 …
Pay equity—equal pay for team members performing “similar” job duties while factoring in variables such as experience, job performance, and tenure— remains a critical concern for many organizations. To enhance pay equity, several states and localities have implemented legislation stressing pay transparency in job advertisements, where employers disclose the wage scale or salary range. While …
This new Deloitte article provides an overview of why and how organizations must continuously adapt total rewards strategies to evolving workforce requirements, primarily focusing on greater personalization. In line with this theme, I’m sharing three resources that provide ideas. Organize Your Rewards Package Around Employees’ Critical Life Moments, where Gartner provides ideas for organizing and communicating …
Pay transparency—the degree to which an organization openly and proactively shares information about salaries—continues to be a workplace topic of interest. I have shared several resources on this topic, such as this PayScale paper showing how pay transparency can be viewed on a spectrum spanning five stages—ranging from “Here’s what you get paid” to “Here’s everything you want to know about …
As organizations shift increasingly toward skills-based talent management, they must consider the impact on various talent practices traditionally built on jobs/roles, such as pay and rewards structure. As noted in this article, “in a traditional reward framework (see Figure 1), a worker’s job title drives their base pay while company and individual performance primarily drive …
Employers continue to adjust work practices and policies to enable remote and hybrid work. And while much of the attention has focused on workers’ preferences for remote work and organizational policies on the topic (e.g., expectations of the number of days in a physical work location), greater attention is now being paid to other implications …
This newly published 16-page paper provides insights into how the role of the Compensation Committee continues to expand beyond its traditional charter. The ideas and learnings are based on interviews with 24 Compensation Chairs, CHROs, and Compensation Consultants across multiple sectors. The paper begins by outlining various factors driving the evolution of the Compensation Committee’s charter, such …
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