Category Archives: Compensation

Base salary increases: Same headline, different story

With 2017 salary budget surveys forecasting another 3% increase, companies are restless to do something differently, to spend the 3% budgets more purposefully. Continue reading →

Five strategic compensation and benefits trends to drive business success

It’s no secret that compensation and benefits professionals need to focus on smart ways to stretch their limited total rewards budgets. The competition for talent won’t go away, so optimising workforce programs that attract, retain and engage talent is also … Continue reading →

High-tech role retention reaches boiling point?

Competition for hot skills is fierce, but many businesses are uncertain about what level of premiums they should pay, and what their policies on hot skills recruitment and retention should be. Continue reading →

Brexit for HR: hope for the best, plan for the worst

How is any organisation meant to plan for Brexit when so much is uncertain? Continue reading →

Total rewards statements are dead! Not really. There’s something better.

Why do some HR professionals insist on communicating the value of their total rewards in a printed statement that is out of date as soon as it is printed? Continue reading →

Are lawyers worth their weight in gold?

When a crisis hits, gold is the go-to for investors, a safe and tangible way to see and assign a monetary value to it. When other crises strike, it could be that you will reach out to a lawyer for … Continue reading →

Global trends in pay: Does inflation still act as the key driver for salary increase?

There’s a view among many Western economists that inflation is yesterday’s issue; that we’re embedded in a low-inflation environment, and will remain so. Continue reading →

The new HR paradigm: Breaking down traditional silos of risk and human capital

There would need to be a perfect storm or a revolution of sorts. That is the type of answer I would expect if I asked what would be needed to marry workers compensation, safety and health benefits on a large … Continue reading →

The increasing trend toward pay transparency: EEOC announces changes to EEO-1 report

On September 29, 2016 the Equal Employment Opportunity Commission (EEOC) announced final changes to amend the annual EEO-1 report. Beginning in 2018, not only will applicable employers have to submit demographic information, but employee W-2 wages and hours worked data … Continue reading →

Getting ready to report your gender pay gap in the U.K.

April 2018 may sound a long way off. But from that date, it’s proposed that all companies with over 250 employees in the U.K. will have to report their ‘gender pay gap’—aka, the difference in pay between all male and … Continue reading →