The document summarizes key points from Payscale's 2022 Compensation Best Practices Report. It discusses labor challenges such as higher turnover and difficulties attracting talent. It also covers pay increases that are higher than usual, with average increases over 3% for some industries. Additionally, it addresses pay equity being a priority for more organizations and compensation strategies becoming more formalized. Overall it analyzes compensation trends and challenges based on a survey of thousands of respondents.
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Your Onboarding Is So 2019: What Is and Isn't Working for Your Digital Onboar...Aggregage
Perhaps you're wondering why your onboarding process isn't as successful as it could be. Even after a year and a half of remote work, the digital onboarding process has not nearly been perfected. But with the Great Resignation and the newfound empowerment rippling through the labor force, companies now more than ever need to nail the onboarding process.
So how do you do this successfully while maintaining a positive working culture? Join Carrie Missele, Director at Inspirant Group, for an insightful discussion on the ins-and-outs of successful digital onboarding.
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• How to evaluate the health of your company's onboarding process
• Why you should empower employees to connect with other members of your organization while remaining remote
• How you can help employees feel like they can show up to work as their authentic selves
Breaking Down Benefits: 5 Benefits Trends Driving Change In 2020Aggregage
HR is constantly evolving, and 2019 saw no shortage of changes. With new state regulations impacting everything from parental leave to classifying contract employees, all of these moving parts have made it even more critical for employers to provide benefits that meet the needs of the modern employee. Join Meisha Bochicchio, Content Marketing Manager at PlanSource, to learn the top five benefits trends driving change in 2020 and how to react to these changes.
Does Empowerment Trigger Superior Performance?ICFAIEDGE
Different organisations use different management styles to drive performance. Empowering employees seems to have helped some organisations in getting the best out of their employees. Learn more about this in this visual graphic.
What Leaders at top companies do to drive predictive performance and engagement.Aon Hewitt Middle East
Insights into Aon Hewitt's global Top Companies for Leaders study, in particular, what leaders at top companies do to drive predictive performance and engagement.
Employee engagement surveys have grown in acceptance in the last 10
years because organizations believe they can leverage employee
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satisfaction and improved financial performance.
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Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
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Employee engagement surveys have grown in acceptance in the last 10
years because organizations believe they can leverage employee
engagement for higher employee retention, greater customer
satisfaction and improved financial performance.
7 ways to retain your employees in a hot job market - RoomIt by CWTRoomIt by CWT
If you want to retain your top talent, you may have a challenge ahead. In 2017, 26% of Americans quit their jobs, the highest level in over 10 years, and 51% said they are looking for new jobs.
These tips - from praise to non-traditional benefits to travel policy tweaks - will help you keep your stars within your budget.
Deloitte’s pro bono and skills-based volunteering programs are key components of our commitment to leveraging the skills and experience of our people to make an impact that matters in our communities.
In smaller organizations, project based practices are usually easier to implement, require a minimal budget and yet contribute to the process of organizational change toward sustainability.
Organizations succeed or fail on the strength of their leadership—and yet many are taking an outdated approach to development. Today’s smart companies build leadership growth into their everyday systems and processes. Look again at opportunities to unleash potential.
Outcome over Hours - The shifting focus of employee performance Kelly Services
The 2013 Kelly Global Workforce Index supports the notion that most employees are not satisfied with the level of remuneration they receive from employers. Respondents were asked to what degree the pay or compensation they received for their work was equitable. Globally, only 38 percent believe they are paid a fair amount for their work.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
Stephanie Bevegni, Content Marketing Manager, Talent Solutions, Linkedin
To truly influence business decisions, you need to know what’s top of mind among your peers. In this session, LinkedIn researchers reveal emerging recruiting trends, upcoming challenges and opportunities ahead worldwide. You'll also hear from talent acquisition leaders about these trends, and how they are using this data to become a true business partner in 2016 and beyond.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
Webinar - Closing the Gap: How Organizations are Making Fair Pay a RealityPayScale, Inc.
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ADLIB are delighted to announce the arrival of their 2015 salary, engagement and benefits survey.
Our objective was to create an informed picture of the current salary, benefits, motivations and sentiment towards permanent and contract employment across the South West creative, digital, marketing, eCommerce and technology sectors. We hope that employers and employees alike find equal value.
And whilst the document provides a comprehensive guide to the permanent salaries and contract rates that are being paid across the region, we've also delved into how secure and satisfied respondents feel, what the factors are that would entice change, how engaged people are against their companies vision and what key factors contribute to choosing a contracting life (to name but a few).
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In July 2020, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to provide insight to the perspectives of Lakeland CEOs in regards to the economic and business outlook for Lakeland, trends in talent retention and acquisition, organizational culture and the business impact of COVID-19.
Michael Page - Global Employment Trends - Financial Sector 2013Raquel Kroich
3.800 profissionais do Mercado Financeiro foram entrevistados em Março de 2013. Participaram executivos de 47 países, nas Américas, Europa, Oriente Médio, África e Ásia-Pacífico.
O objetivo da pesquisa é entender como os últimos anos em ambiente de crise impactaram o dia-a-dia dos profissionais do mercado financeiro em termos de motivação, salário, pagamento de bônus, oportunidades e carreira, bem como entender como os profissionais avaliam a atual situação e o futuro do mercado financeiro em todo o mundo.
Publicado em junho/2013
Why Competitive Pay Matters
Achieving maximum business performance requires you to have the right people in the right roles. Your value proposition should help you attract the best people and then reinforce the performance you need from them. Having a compensation strategy that is a competitive advantage is essential to achieving both those objectives. But how do you achieve that? What exactly does it mean to have a competitive value proposition and what should it include? If you want to win the talent wars and turn your pay strategy into a key growth driver for your business, you won’t want to miss this broadcast.
COVID-19 has impacted the work-force like never before. However, we've gone ahead to put together data that would help you be more informed during this crisis. Here you will find :
- Jobs Remain in High Demand in Malaysia
- New Industry Trends
- How JobStreet Can Help You
- Advice Moving Forward
For more information, visit https://bit.ly/JSCovid-19
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oin Payscale’s Zach Jamieson, Senior HR Business Partner and Robin Dean, Job Description Product Manager as they discuss the evolving landscape of job description management.
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3. CBPR Overview
Payscale’s 2022 Compensation Best Practices Report is
a 60+ page analysis of compensation trends and charts
taken from our survey of 5,578 respondents gathered
responses from November 2021 to January 2022.
Cuts of the data include:
▪ Company Size (1-99, 100-749, 750-4,999, 5K-49,999,
50K+)
▪ Industries (15)
▪ Top Performers vs. Non-Top Performers
▪ Compensation Team vs. No Compensation Team
13th
Year!
“I love this report and
can't wait to dig in.”
-Teri Zipper,
Managing Partner,
Sapient Insights
5. Today's Panelists
Bill Coleman Russ Wakelin Ruth Thomas Amy Stewart
Chief Experience
Officer
Chief Data
Officer
Principal Consultant
& Pay Equity
Strategist
Senior Content
Marketing Manager
& Author of CBPR
Senior Director
of HR
Lexi Clarke
8. Have you experienced labor shortages or trouble
attracting talent in 2021 that is greater than
previous years?
Answered “Yes” by company size
Overall
9. Are you concerned about rising inflation in 2021
eroding the value of pay increases?
Overall
10. 24% Average
Turnover
36% Average
Voluntary Turnover
12%
40%
49%
Lower than previous years
About the same as previous years
Higher than previous years
How did your voluntary turnover in 2021
compare to previous years
11. What is your organization doing
to attract and retain talent?
We asked organizations what they are doing
to attract and retain talent in the current
economy for salaried or high wage workers
versus low or minimum wage workers.
For both groups, the most popular strategy is
to raise wages or salaries.
12. Percentage of organizations who answered 4 or 5
that they are confident in the ability of their
compensation packages to attract and retain talent.
About half
Compared to before the COVID-19 pandemic,
how likely are you to prioritize your health and
wellbeing over work?
2022 Microsoft Work Trends Index
14. Poll: Are You Giving Pay Increases
That Are Higher Than Usual?
15. Do you think you are losing more talent than
prior years due to insufficient pay increases?
Given the volatile state of the
economy, have you adjusted your
2022 pay increase budget beyond
what you previously planned?
Percent of organizations that
participated in giving pay increases
16. When providing pay increases, do you
make a distinction between merit
increases, market adjustments, and
increases for inflation?
40% combine into one increase
31% line-item for each increase type
24% make no distinction
6% are unsure
Which of the following is factored
into base pay increases?
17. Average base pay increases over
3% given to employees in 2022
compared to previous years
Distribution of pay increases
planned in 2022 compared to
previous years
18. Industries most likely to give pay
increases over 3 percent
Industries least likely to give pay
increases over 3 percent
Technology
Engineering & Science
58%
55% Retail & Customer Service
Government
40%
36%
Nonprofits
Healthcare & Social Assistance
32%
32%
Food, Beverage & Hospitality
Education
32%
25%
Finance & Insurance
Agencies & Consultancies
48%
48%
Construction
Real Estate & Rentals
48%
47%
Energy & Utilities
40%
Manufacturing
44%
19. Excluding promotions, what will be the highest base pay
increase given to any employee in 2022?
0%
2%
5%
9%
2%
3%
9%
19%
8%
10%
17%
8%
7%
2%
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
Highest Pay Increases Excluding Promotions
Percentage
of
Organizations
Nearly 12% for
orgs with over
50,000
employees
21. Pay equity intent is on the rise.
For the first time in the history of
CBPR, pay equity analysis is now
something a majority of
organizations are planning on
doing.
Is pay equity analysis a planned or
current initiative at your organization?
22. Why is pay equity a planned or current
initiative? (rank top 3 in order of importance)
23. Are you concerned about new legislation related
to pay equity or pay equity reporting?
24. Little progress has been made on pay transparency, which requires pay
equity
Almost 60% of orgs want to be at least a 3 on the pay transparency spectrum and 35%
currently evaluate themselves as such (3-5). Last year, 55% wanted to be at least a 3 on
the spectrum in 2021 and 34% of respondents evaluated themselves as such — so not
much progress.
25. Pay equity requires measurement – you can’t assume you don’t
have gaps
Do you know what your pay gaps are? Are you doing something to address your pay gaps?
26. Our customers are likely to be more mature and have more
compensation best practice because they partner with us - but
there is room to grow.
41% of Payscale customers are
advancing or optimizing their pay
practices compared to 23% of non-
Payscale customers.
28. More organizations are
recognizing a need for a strategic
approach to compensation.
86% of orgs say they have a
compensation strategy or are working
on one — a 10% increase from last
year and a 16% increase from previous
years (when this stat hung out at 70%
YOY).
However, only about half of orgs are
confident in their strategy.
Does your company have a formal
compensation strategy/philosophy?
29. Which sources do you use to
obtain market data in 2022?
Sources ranked by how much you
trust and rely on them for market
pricing
30. Did you make significant changes to
your compensation data strategy in
2020 or 2021?
Importance of compensation
activities in the next few years
compared to today
31. How will you prioritize the following compensation
activities in 2022 compared to previous years?
61%
46%
45%
44%
40%
39%
39%
38%
37%
33%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Developing comp strategy and structures
Conducting manager training on pay communications
Understanding pay equity and DEIB
Revising total rewards packages
Investing in new sources of pay data
Increasing pay transparency
Getting approval for pay increases
Preparing for a remote or hybrid workforce
Getting more from comp software
Creating variable pay structures
Higher Priority Lower Priority Unchanged
32. Greatest challenges and investments for HR going into 2022
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
ESG
Job Description Management
Modernizing HR software
Benefits
Workplace Policies
Workplace Environment
Performance Management
Learning & Development
Employee & Labor Relations
Workforce Planning
Fostering Company Culture
Engagement
Compensation
Retention
Recruiting
Higher Investment More Challenging